Employers Hub | 5 tips to increase your recruitment strategy performance

Recruitment and the process of hiring employees is one of the most challenging and crucial parts of running your business. Without the right employees, your company won’t be able to function at maximum capacity and reach its full potential. However, with so many companies competing for the same talent, it can be almost impossible to find quality candidates willing to pursue a new opportunity and join an existing team. Recruiting is also an exhausting process that takes a lot of time and energy — not to mention money — from both you and your HR specialists. Luckily, there are several things you can do to make it easier on both of you. 

In this article, we’ll explain what steps you can take now as well as in the coming months to increase your recruitment efforts.

1: Hiring practices to increase recruitment success

Before you begin your recruitment strategy, take some time to evaluate what hiring practices you currently use. There are a few things you can do to increase your success rate:

• Be Consistent: It’s important to be consistent in your recruitment efforts, as it will enable you to maintain a consistent brand and message throughout. With recruiting being such a long process, keep your hiring managers and human resources specialists in the loop as much as you can.
• Identify the Key Spenders in the Business: It could be worth considering who the key spenders are in your company. You might be surprised to find who those people are, as they may know a lot of people who work in your industry and could be valuable sources for potential candidates.
• Think Outside of the Box: A lot of hiring managers believe that the best way to find candidates is to reach out to job boards and other standard methods. However, you can also try reaching out to non-traditional hiring avenues, such as social media, including LinkedIn, alumni networks and word-of-mouth. While you may receive a lower response rate, you may also find some genuine leads who aren’t aware of your company yet.

2: Have a clear brand strategy

It’s important to have a clear brand strategy when trying to increase recruitment. While, at first, it might sound like a waste of time, you need to remember that people associate a company’s brand with everything from the company culture to the products and services it provides. If your brand strategy is unclear, it could result in a loss of potential candidates. For example, if you’re a tech company looking at hiring a sales manager, make sure you reach out to people looking for this specific type of industry and role.

3: Show you care about your candidates

It’s important to show that you care about the candidates you’re reaching out to. This doesn’t just apply to the people who are applying for jobs — you need to show that you care about their experience as well. One way to do this is by creating a culture of feedback and celebrating your successes. When you create a culture of feedback that includes celebrating wins and celebrating the shortcomings of the team, it shows candidates that you’re not afraid to admit when you’ve made mistakes or when you don’t have everything figured out.

4: Be data-driven when hiring

It’s important to be data-driven when hiring. Yes, it can feel a little bit exhausting to constantly look at your hiring numbers and see how many candidates you have to lose, but it’s essential to know where you stand. If your hiring numbers are low or even below expectations, it might be worth looking at why that is — it could be worth changing your hiring practices to increase your numbers. It’s also important to be data-driven when it comes to finding people who are suitable for the job. You don’t want to waste time and energy reaching out to people who aren’t going to be suitable for the job.

5: Find new ways to reach out to people

If you’re struggling to find new ways to reach out to candidates, it might be worth trying social media ads and articles. You may find that you have a lot of people following your social media accounts and articles that aren’t actually interested in your company — you just happen to follow them. If you follow people on social media, you can follow their non-company accounts and see what types of posts and articles they post about. With social media, you can also find ways to reach out to potential candidates who aren’t actually applying for jobs. For example, you could create a survey where people can give you feedback on a company that you could then use to find new potential candidates.

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