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What Are Some Examples of Recruitment Strategies

Organizations need to secure the best possible talent in order to be competitive. Companies that employ strategic recruitment and selection methods are better able to attract and secure top talent. Recruitment strategies involve positive employer branding, marketing directed by recruitment, and the ability to sell positions to high performing talent.

Strategic Recruitment

Strategic recruitment can and should be tailored to the organization but there is a basic outline of stages in the recruitment and selection process. The first phase is the preparation stage. It includes activities such as identifying which positions need to be filled, carrying out the job analysis, writing a job description, and establishing candidate specifications.

Preparing for your ideal candidate is a crucial part of the recruitment and selection process. An organization should develop a document outlining the plan, such as a strategic recruitment and selection pdf, which lists all of the knowledge, skills, abilities, and traits that the ideal candidate will have. Without laying the groundwork it will be difficult if not impossible to get the right candidates to apply.

In the second stage of the recruitment and selection process the organization needs to source those ideal candidates and get them to apply. Methods of recruitment and selection in this phase include advertising the job through traditional approaches such as the use of recruitment agencies, recruiting internally, talent searches, as well as print and web advertising. In most cases however, an organization would be wise to employ some more creative recruitment methods as well.

We all know how important branding is but it’s something we usually associate with the organization and customer experience. Did you know that branding is also an effective recruitment and selection strategy example? Employers should consider how their brand appears to potential employees and work on their employment brand in order to promote themselves as a good place to work.

These days just about all organizations have an online presence and most utilize social media platforms to engage with customers and launch marketing campaigns. Social media is a great tool to proactively source candidates and a good strategy in nurturing a passive applicant pool. Someone who is not actively looking for a job, might see a more lucrative opportunity and consider leaving their employer.

Sometimes the best candidates are closer than they seem. Employers should consider developing targeted employee referral programs to fill vacancies. Successful employees are often a good source of people similar to themselves and most would hesitate to bring in people with a poor work ethic or attitude to their place of business. A good referral program should focus on the best employees and offer the kind of rewards these individuals might want.

Selection Process

The final stage of the recruitment and selection processes is the converting of candidates to employees. The selection process begins with the screening of applicants to determine which meet the candidate specifications laid out in the first stage. Here the organization will need to analyze some of the documents used in selection and recruitment activities such as job descriptions and person specifications to match them with candidate application forms and CVs.

An organization can have a large number of applicants and it is best to use applicant tracking software and employee assessments to screen applicants quickly. It is important to maintain a fast response time throughout the recruitment process and it is possibly even more vital during the selection process. Nothing is worse than losing those best applicants to a competitor in the final stage after the organization has invested all that time and effort into finding them.

The most suitable candidates can be invited to begin the interview process. Preliminary interviews can easily be accomplished with the use of asynchronous video interviewing. This would allow a larger number of applicants the opportunity to outline their skills and abilities as well as provide the opportunity to give candidates more information about the job and company.

The final round of interviews is usually conducted with the hiring manager. This part usually requires documents needed for the selection process such as structured interview questions and benefits information. Somewhere around this time reference checks should be conducted and then the best candidate can be selected.

The last of the documents used in the selection process is the offer letter that is presented to any candidates who will be offered a position. Once the candidate accepts the offer and is officially hired, the onboarding process can begin. Thus the recruitment and selection process is complete.

Recruitment Strategy Example

Is your organization in need of more strategy in its recruitment and selection process? This recruitment strategy plan example doesn’t encompass everything but it’s full of ideas that your business can start using today. Your organization can build on this recruitment strategy presentation to make it your own.

When looking at how to develop a recruitment strategy you need to start with your employer brand. Your organization should have a clear brand to prospective employees which reflects the mission, culture, and values of your business. Start by thinking why someone would want to work for your company, build on it, and incorporate it in your website, social media presence, and communications.

Consider college recruiting as part of your recruitment strategy plan to scout up and coming talent. Attend college career fairs and get featured on campus job boards. You can even volunteer to speak at college events to generate interest and introduce your employer brand.

Create a well polished job listing which reflects your organization. The job post is a large part of your recruitment strategy and should reflect your employer brand. As a recruitment strategy example consider that the tone of your job listing will give the reader a feel for what kind of candidate you are looking for.

Develop a social media campaign and target the kind of people that are most likely to be the best candidates. Post job listings on your most active social media platforms, engage with people, and encourage the sharing of your content. Social media is a great place to begin preboarding. Bridge the gap between recruiting and onboarding more seamlessly and improve employee retention by giving people a clear idea of what it’s like to work for your organization.

Your social media job marketing campaign can target specific types of people but for employees with specific skills it’s worth exploring niche job boards. Look for industry or job specific websites that match your staffing needs. You can also explore professional organizations and post your job listings with them.

Often the most skilled candidates are already working and not actively searching for a job but that doesn’t mean they wouldn’t take a new position if it was offered. Look for passive candidates and introduce them to your organization and employer brand. You might be in a position to offer them that next career step they’ve been hoping for.

Now that we’ve explored ways to market your organization and get your job listings out to potential candidates, it’s time to talk about what you’re going to do with all those job applications that are going to come flooding in. Invest in an applicant tracking system to help sort through your candidates and convert them to employees. In fact, a good system can help you at all stages of your recruitment strategy and leverage artificial intelligence to find, attract, and connect with candidates.

Now that you’ve narrowed down the field and have identified the best candidates, it’s time to conduct some awesome interviews. Remember that the interview is a two way street. You are interviewing candidates for the position and they are interviewing you for a good fit. Develop a recruitment strategy presentation that will answer their questions and help them feel good about  the idea of working for you.

Out of the Box Recruiting Strategies

Organizations need to employ some out of the box recruiting strategies to make the most of what’s available to them and have a competitive advantage. Recruitment professionals know that putting an ad in the paper and waiting for the calls to roll in isn’t an option anymore. Employees know that businesses need them just as much as they need a job. Organizations must compete with one another for the best talent.

Recruiting strategies for human resources are constantly evolving. Some of the most popular recruitment strategies of 2019 as well as the recruitment strategies of 2020 have brought about some out of the box thinking that’s worth incorporating into your recruitment plan. Your competitors are likely doing so and you should too.

Bring out of the box thinking into your careers page and revamp it to be more attractive, user friendly, and in line with your employer brand. Get involved in trade shows and industry events to get eyes on your organization. Create a lucrative and ingenious employee referral program to leverage the talent you already have.

Evergreen jobs are those that your organization tends to need to fill most often. These job openings can be better filled with the use of strategies that differ from your main recruitment and selection strategy. Create a plan specifically designed for your evergreen jobs.

There are plenty more out of the box recruiting strategies that your organization could be utilizing. Develop a boomerang employee rehiring program. Don’t close the door on good talent just because it wandered out in search of greener pastures. Invite those employees back once they realize the grass isn’t greener on the other side; or, once their career interests and goals once again realign with your available development opportunities.

Consider whether a strategy of hiring more from within and making internal mobility a priority makes sense for your organization. After all, a lack of growth opportunities can cause the best talent to leave–while ample opportunity is attractive to potential job candidates. It’s smart from a financial perspective as well. Employees who earn more due to the raises and bonuses they’ve received over time can be moved to higher paying positions, and entry level jobs can be filled with candidates who are positioned to competitively start at the entry point of a job’s pay band.

Don’t be afraid to reach out to candidates that you didn’t hire the first time. Maybe the individual wasn’t quite suited to that position. Or perhaps there was someone else who overshadowed them–at the time or for that specific position. That doesn’t mean there is no place for silver medal candidates at your organization. If they made it to the final round the first time, there might be something there worth holding on to.

Innovative Recruitment Strategies

Currently some of the most innovative and effective recruitment strategies and practices are centering around the development of software solutions. Applicant tracking software will continue to become more important for organizations who are looking for a competitive edge. Automation and technology will certainly continue to drive innovative recruitment strategies.

People are working on the go more than ever. Employers can expect to have more mobile first communications with prospective candidates. Websites that are mobile friendly will continue to be an important consideration. Quick and easy features such as multi-job apply capabilities are going to appeal to a greater number of potential applicants.

Studies show that people reply to text messages much faster than emails. Perhaps that is why organizations are embracing text recruiting. Surely that’s one innovative recruitment strategy that we are sure to see more of as companies race to snag the best talent.

Recruitment and selection are perhaps some of the most important activities that an organization will undertake. Take time to develop a good strategy for your staffing needs. Everyone has a role in recruitment. Create a recruitment plan ppt that will clearly communicate your organizational recruitment and selection strategies as well as innovative ideas and get everyone on board.

Looking for Recruitment Strategy Ideas?

Check out this Guide to Managing Evergreen Jobs.

Guide to Managing Evergreen Jobs | ExactHire

Photo by Edmond Dantès from Pexels

Quickly Snaring Talent For Open Positions

A snare is a rudimentary tool that was once popularly used to catch small game. To be successful, it requires two conditions to be met:

  1. It’s well built for the intended target.
  2. It has the ideal placement for the intended target.

If either of the above conditions is not met, the chances of catching anything are dramatically decreased. OK, that’s the extent of my snare knowledge as it relates to small game hunting. Oh, and snaring is now widely regarded as inhumane in many parts of the world.

Now that we have a common understanding of the snare and the conditions necessary for its success, let’s look at how small- to medium-sized businesses can take that simple concept and apply it to “snaring” talent.

Build First? Or Place First?

Ahhh a question as old as time! Do we build a set of recruiting tactics first, and then go find the best place to implement it? Or, do we find the best place to recruit talent and then build a set of tactics to attract and hire the best? Which comes first?

For most organizations, I believe the answer is…neither one. Because while considering the set of tactics and where to deploy them are vital parts of developing a recruiting strategy, neither of these can be considered until the target audience is first identified. In other words, you can have the best snare placed in the best location, but by failing to consider your “intended target,” you might end up with a lot of rabbits when what you really wanted were squirrels.

Here are five questions to help identify your target audience–your ideal candidates:

  1. What is the position type? (exempt or nonexempt, executive or associate, internal or customer-facing)
  2. What hard skills/experience/education are required?
  3. What soft skills should be required, preferred, or ideal?
  4. Can the position be full or part-time remote?
  5. What candidate qualities will lead to a work culture fit?

These questions will help you develop ideal “candidate personas” that can drastically narrow down your target audience for specific positions and guide you in developing an overall recruiting strategy. With these candidate personas created, you can now consider placement and tactics.

Placing and Building The Talent Snare

Successfully executing your talent strategy is important.  However, if you are attempting to execute your strategy using a set of tactics or a placement that doesn’t align with your target audience, then you may catch talent, but it won’t always be the talent you want. Here are two key questions to ask when considering placement and tactics.

Optimal placement maximizes the chances that your ideal candidates will see your job posting. This is in contrast to “posting and praying”, where you spend more effort and resources get a few great candidates  in with dozens of mediocre or sub-par applicants.  A helpful guiding question to ask is:

Where are my ideal candidates geographically, demographically, and in real-time as they find and consider my job posting?

In considering recruiting tactics, the behavior of your target audience will inform you of the best approach. This information may be difficult to uncover, but cross-referencing your candidate personas with existing behavioral data of job seekers can help you answer the question:

How are my ideal candidates searching, considering, and applying as they engage with prospective employers?

Snaring Talent For Your Open Positions

The preceding questions may seem simplistic and obvious, but they are often overlooked by today’s hiring organizations. Often times, the vast array of recruiting tools and communication channels available can lead us to believe that our job posts are visible to everyone, everywhere, all the time. However, the truth is that without targeting our strategy to a specific audience, our job posts are at risk of being lost in the noise.

The placement and build of recruiting tactics are important considerations, but they must  be informed by the target audience. A well-crafted “rabbit snare” located on my urban sidewalk may never catch a rabbit; but nor will the best “rabbit snare” laid in a rural stand of trees stands succeed in catching squirrels. Ensure optimal placement and build by first identifying your target audience, and then develop a recruiting strategy that maximizes your success. Happy hunting!


ExactHire offers hiring and employee onboarding software to growing small- to medium-sized businesses that are looking to efficiently attract, hire, and retain exceptional talent for continued growth. To learn more about ExactHire’s HR solutions, please submit a brief contact form.

Feature Image Credit: White Bunny Up Close and Personal by George Bannister (contact)

Ready to Focus On Mobile Recruiting?

Sometimes the need for change is glaring. Outcomes are increasingly negative. Trend lines are plummeting. You know it when you see it; it’s time to change things up. Unfortunately, when the need for change is obvious, it might also be too late to implement effectively.

If your organization is considering a mobile and social media recruiting strategy, the good news is that it’s not too late to effectively implement one. In fact, most small- to medium-sized businesses are in the same boat. According to a 2014 study by CareerBuilder, only 39% of all employers use social media for recruiting and hiring. And in LinkedIn’s 2015 Global Recruiting Trends Report, only 30% of employers reported having job postings optimized for mobile, with 37% reporting their career sites were mobile-optimized.

Gaining A Competitive Advantage

Successful organizations must have leaders who proactively research new trends, best practices, and technology. By doing this, they can make the decision to change before the change is required. This positions an organization ahead of the curve, where they are more likely to gain a competitive advantage with successful implementation. While your competitors may not be ahead of you in mobile recruiting, you may fail to gain a competitive advantage if you delay too long in developing a strategy.

Changing before you are forced to change is also advantageous because it increases the chances that your change process will be successful. This is because before implementing any change–especially large scope change–an organization must take the time to consider whether it is, in fact, ready to change. A “Ready or not, here I come” attitude can have disastrous results.

The Consideration Stage

New initiatives take time and resources. Often, the time and resources are drained from existing operations. So one of the primary objectives of the consideration stage is to determine whether taking on a new initiative is feasible, in light of its potential impact on existing operations.

Of course, there will almost always be tradeoffs for small- to medium-sized businesses looking to implement a new initiative. Unless a large amount of capital is available, implementation will affect some degree of inefficiency on overall operations. But the goal is is to minimize this inefficiency and to generate outcomes that result in a net gain or benefit after implementation is complete. Ultimately, an organization must determine its priorities by weighing the value of a new initiative against the value of existing operations.

Once priorities are determined, the next step is to develop a case for change, and then get buy-in from all stakeholders who will be charged with implementing the new initiative. This step is vital for achieving successful outcomes that align with the leadership’s established priorities. Not surprisingly, this step is often missed when an organization is caught off guard and rushes into the change process.

Considerations For Implementing A Mobile Recruiting Strategy

In addition to the feasibility of implementing a mobile recruiting strategy, an organization must consider the need and value of developing a strategy. To do this, it helps to simply begin by looking at your current performance.

Recruiting Performance

Here are a few questions to consider for your organization:

  • Has it become increasingly difficult to source candidates?
  • Has the quality of applicants decreased?
  • Are applicants dropping out of the process earlier?

Answering “yes” to any of these questions may indicate that you are not reaching enough job seekers, or when you do reach the job seekers, they are turned off by your application process. In a 2015 survey by Pew Research Center, “Some 47% of smartphone job seekers have had problems accessing job-related content because it wasn’t displaying properly on their phone, and an identical 47% have had problems reading the text in a job posting because it was not designed for a mobile device.” This should be troubling news to employers when, according to the 2014 Talent Acquisition Survey by Jibe, “80 percent of job seekers expect to be able to do part of their job search easily on a smartphone.”

Even if your organization’s current recruiting performance is healthy, there may be reason to move toward developing a mobile recruiting strategy. Consider your competition.

Competition

While your current talent recruitment efforts may be producing acceptable outcomes, your competition can change this very quickly. Take a look at your competitors’ online presence:

  • Do they have career sites optimized for mobile?
  • Are they advertising jobs via social channels?
  • How easy is it to apply for a position with a mobile device?

Regardless of your findings, you will find one of two things: a threat or an opportunity. And just like with other aspects of business, it is better to anticipate new conditions and proactively adapt to them than to be caught unaware and scramble to adjust. The former approach will strengthen your organization’s advantage; the latter will likely erase it.

After considering your current recruiting performance and reviewing your competition, you are likely close to making a decision on implementing a mobile recruiting strategy. But are your employees and job seekers ready for change?

Employees

As discussed above, changing too soon or without buy-in from stakeholders can lead to disastrous results. Likewise, imposing an aggressive timeline for implementation on unprepared employees guarantees difficulties. For organizations that have been testing the waters of mobile recruiting, there might be less of a danger in fully embracing a mobile recruiting strategy; however, those starting from a blank slate will likely experience growing pains. Consider this:

  • How tech-savvy are my current employees (stakeholders)?
  • How open are they to change/ adept at learning new skills?
  • Do they fully understand and agree with the need for a mobile recruiting strategy?

Your answers to these questions will go a long way to determining the time and resources needed to successfully implement a mobile recruiting strategy. The best, well-conceived strategy will fail without adequate resources driven by a reasonable timeline. Again, this is why it is so crucial to begin the change process well in advance.

Finally, if your organization understands and agrees with the need for a mobile recruiting strategy, and implementation is feasible in light of its potential impact on existing operations, then the final consideration is to what degree are job seekers ready?

Job Seekers

It may seem counter-intuitive to place job seekers as the final consideration; however, this helps to ensure that an organization makes objective considerations at each point. Your accuracy in determining job seeker readiness relies heavily upon third-party sources–of varying statistical accuracy. So it makes sense to begin considering that which you know with great accuracy, rather than having your consideration of the job seeker preference/readiness drive all others.

With that being said, job seeker readiness will help you refine your implementation timeline as well as your overall mobile recruiting strategy. Here are a few questions to consider about your job seekers:

  • Is there a prevailing demographic for your new hires or workers in your industry?
  • Is mobile device usage high for this prevailing demographic?
  • Do you receive a high percentage of job inquiries via social media or email?
  • Do you receive a high number of applicants from a specific job board?

Again, answering these questions will require you to rely on statistical data and make some assumptions to draw conclusions. But working through these may reveal insights that inform your ultimate decision to develop a mobile recruiting strategy.

Moving Beyond Consideration

The consideration stage may seem exhaustive–if not exhausting–but the work completed upfront will lay a solid foundation for strategy development and implementation planning. Additionally, once a thoughtfully considered strategy and implementation plan are in place, an organization is more likely to reach desired outcomes without unexpected delays or tradeoffs.