What is a recruiting strategy?
A recruiting strategy, whether internal or external, is a plan of action to help you successfully identify, attract and hire candidates for your open roles. Effective strategies range from standard job board postings to more advanced methods like using recruiting agencies or employee referral programs.
Making use of hiring strategies
Filling positions can be challenging, especially for highly skilled roles that require specific skills, degrees or licensure. By broadening your hiring strategies, you can reach more prospective job seekers who could be a good match for your role.
Using multiple strategies when you recruit employees has several benefits.
- Increase the number of applicants who meet your requirements.
- Shorten hiring times.
- Improve company awareness.
- Produce better matches for the position, which can improve employee performance and retention.
10 recruiting strategies for hiring
The following 10 recruiting strategies can help you attract quality candidates:
1. Treat candidates like customers
Whether you use phone screening, a video or an in-person interview, a candidate’s first impression of your company is important. Consider the following aspects:
- Be respectful of their time. Always arrive on time for any type of interview. If you’re running late, let the candidate know as far in advance as possible.
- Be hospitable. When a candidate arrives for an on-site interview, ask if they’d like something to drink and show them where the restrooms are. When candidates feel comfortable, they are more likely to provide honest and detailed answers during the interview.
- Make yourself available. Provide candidates with your contact information so they can reach out with questions and concerns throughout the hiring process.
2. Use social media
Social media can be an effective recruiting tool. Social recruiting allows you to share job postings with your entire network and encourages two-way conversations. Even if the people you reach aren’t interested in the role you’re hiring for, they may know someone who’s a suitable candidate.
3. Implement an employee referral program
Good employees often make a habit of surrounding themselves with other capable professionals. While many employees may already share open roles with quality contacts in their networks, a well-developed employee referral program can encourage more to refer to talent they know.
4. Create compelling job descriptions
A detailed, attention-grabbing job description is one of the most important aspects of the hiring process.
Consider the following tips:
- Make titles as specific as possible. The more accurate your title, the more effective you’ll be in attracting the interest of quality job seekers. Use clear, standard job titles that external candidates can easily recognize.
- Open with a captivating summary. Provide an overview that can get job seekers excited about the role and company.
- Include the essentials. Detail the primary duties, hard and soft skills, day-to-day responsibilities and an explanation of how the position fits into the organization.
- Highlight your culture. Job seekers value insight into company culture when reviewing opportunities. Use your job description to emphasize values, workplace environment and the people who make your organization distinctive.
5. Sponsor your job on Indeed to stand out
There is a large volume of jobs posted daily on Indeed, and the visibility of your listing can decrease over time. To help your job posting stand out, consider a Sponsored Job.
6. Check resumes posted online
Indeed Smart Sourcing can help you connect with job seekers across most industries and locations to achieve the following:
- Quickly find candidates by entering a job title or skill and a city, state or zip code.
- Filter results by criteria like years of experience, education level and others.
- Set up an alert to receive daily emails with links to new resumes that match the criteria for the positions you intend to fill.
7. Consider past candidates
Consider reviewing the resumes of past applicants who were previously excluded due to timing or other external factors. These candidates are familiar with your company and may have gained new skills and experience since your last interaction.
8. Claim your Company Page
Job seekers typically research employee reviews, salary data, benefits and more before applying to jobs. An Indeed company page can include this information. Claiming your company page, generally available to employers with varying features, allows you to respond to reviews, customize your page and add your employer branding. Find out how to claim your company page.
“Today’s savvy job seekers research companies prior to applying. Make sure you are posting information or experiences that clearly explain your company’s story.”
—Joe Scotto, HR leader
9. Attend industry-related meetups
While job fairs can help recruit employees, non-recruiting-specific events can also offer an opportunity to meet motivated industry professionals eager to network and advance in their field. For example, if you intend to hire a software engineer, find a local group, meetup or association focused on software development and attend a meeting.
You can also take the search online by joining industry-specific groups. Many professional organizations in specific industries offer forums, and you can find groups on social media that cater to a profession. Being active in those groups can help you network with prospective employees.
10. Include peers in the interview process
A valuable interviewer is often someone in a similar role. These employees understand the role’s requirements and can accurately assess whether a candidate has the necessary skills to succeed. Current employees can also give an accurate description of day-to-day experiences and help candidates understand what they can expect if hired.
Recruiting strong talent requires persistence and a mix of proven and creative strategies. By treating candidates with respect, showcasing culture and using modern tools, you can build lasting connections with professionals who fit your needs.
