From the beginning of the recruitment process to the end, you must remain consistent with your strategies to attract the best of the best. Although each recruiter’s process may vary, pay attention to best practice recruitment process strategies.
7 Best practice recruitment process strategies
Review seven recruiting process best practices below.
1. Determine your client’s ideal candidate
From the very beginning, you should have an idea of your client’s ideal candidate. What qualifications should they have? How much experience should the candidate have?
Determine the kinds of characteristics the ideal candidate must have. Should they be able to multi-task? Work independently?
Collaborate with your client to see what type of worker they envision hiring. Incorporate the qualifications and characteristics when working on the job description.
2. Create a compelling job description
One of the first interactions a candidate has with your client’s company is seeing the job posting and description. So, you must create a compelling job description to make the position stand out.
While writing a job description, be sure it’s clear, compelling, and creative. To attract candidates, use creative text when crafting an attractive job description.
Make your job posting stands out from the competition by promoting your client’s company culture. And of course, include key requirements and qualifications, too.
3. Simplify the application process
No one wants to waste hours filling out lengthy job applications. To get more qualified candidates to apply, streamline and simplify the application process.
Some companies may experience application drop off due to the time it takes to fill out an application. To avoid this, find ways to simplify the application process for candidates.
Consider using a one-click apply method where candidates can apply with the click of a button. If you can’t offer one-click apply, pinpoint why candidates ditch the application. Was it too long? Were the questions confusing?
Some applicant tracking systems also allow you to view reports to help you and your client identify what may be causing the drop off.
4. Highlight employer brand
According to one source, 84% of job seekers say that employer reputation is important. To attract top talent and promote your client’s company, consider highlighting their employer brand.
Your client’s employer brand is its reputation as a workplace. When individuals see a bad employer brand, they likely won’t apply for a position. And, candidates may drop out of the recruitment process if the client has a negative employer reputation.
Promote employer brand by including photos with your job postings from events, like company picnics. Highlight the company’s employees to show candidates the work culture and employee engagement.
5. Take advantage of technology
Technology plays a significant role in the recruiting process. And if you don’t keep up with it, you could be missing out on a large pool of candidates.
Many applicants use devices such as smartphones, tablets, and computers to apply for jobs. One source states that 79% of job seekers use social media in their job search activities.
Consider using mobile or social media recruiting to attract applicants. Post positions on social platforms, such as Facebook and LinkedIn. And, consider posting on job or discussion boards and websites.
Create mobile-friendly job posts that are easy to view and apply to. That way, candidates can apply when they’re on the go on any device. Experiment with posts to see how the text, layout, and pictures look on different platforms, apps, or websites.
6. Give a good impression
As a recruiter, you must also make a good impression during the interview process. Candidates use interviews as opportunities to also interview you about the position and company.
To make a good impression on candidates, prepare for candidate questions ahead of time. Know the ins and outs of the position and company. Also, review the candidate’s resume and prepare questions before meeting a candidate. You don’t want to be caught off guard when a candidate asks you something.
Create a positive experience for each candidate. Be professional, prepared, and ready to answer any questions the candidate throws at you.
7. Utilize software
If you’re sitting at your desk all day manually adding information, you could miss out on placements. Utilizing software allows you to automate many aspects of the recruiting process. Things such as extending job offers, prepping for interviews, and closing deals can all be done via software.
Software can also help organize the recruitment process and cut down time working on additional steps. And, it can give you notifications to keep you up-to-date with your applicants, interviews, and placements.
Are you curious to know where your top talent is coming from? You can also track various data about candidates in software.