A philanthropist and the CEO of RChilliVinay Johar is listed in TAtech’s Top 100 HR Tech Thought Leaders.
Companies, whether small or corporate, invest a lot of resources and time to discover and hire the ideal candidate. But even the best efforts fail without a well-crafted recruiting strategy.
A clear hiring process is the most important aspect of a business model, but it is also often overlooked. Often entrepreneurs and their hiring managers don’t understand that the current generation of candidates is constantly looking for better career opportunities. Finding time to develop a hiring strategy can capture the attention of talented candidates, make the application process candidate-driven, and can even benefit the company’s bottom line.
It’s important that recruiters have a roadmap to up their game and entice talented candidates who are a great fit for the company. While I’m talking about the benefits of having a recruiting plan in action, let’s also discuss what I think about recruiting strategies.
What is a recruiting strategy?
A structured hiring strategy helps streamline a hiring manager’s efforts from the candidate’s first meeting to onboarding. It must be a well-thought-out plan for effectively identifying, engaging and hiring skilled candidates for the company.
Hiring managers need to understand that the hiring strategy should be planned with the company objectives and goals in mind. The idea behind having a strategy is to have measurable results of the ongoing process that can be assessed against the established benchmarks. If necessary, these strategies can be refined to achieve better results.
Now that I’ve covered what a hiring strategy is and why it’s essential, here’s a list of some of the industry best practices I’ve analyzed over time.
1. Develop an employer brand that sells itself.
First of all, note that the most crucial way to grab the attention of potential candidates is to have positive employer brand equity. Your brand equity will help you create a niche among your competitors and show the candidates why they should apply to your company.
Put yourself in the candidate’s shoes and ask yourself questions such as:
• Why would I want to work with this company?
• Does the company support a diverse culture, not just on paper, but also in essence?
• Do current employees recommend working for the company?
From here, you’ll need to confirm if your company’s “About Us” page, social channels, and ads are synced with the brand image.
2. Value your candidates as you value your clients.
If your company’s motto is to value customers, add candidates to the list as well. Whether you’re conducting a job interview over the phone, video call, or in person, what your candidate thinks of you during the first meeting will leave a lasting impression. You need to make them realize that you are just as excited to get to know them as they are at the prospect of being hired.
Other than this, appreciate their time. This starts with applying for your company’s vacancy. There is a high probability that they will lose interest in your company’s job if they repeatedly have to fill out the exact details on the resume. Instead, simplifying the process and giving them the chance to apply in one click with just a resume upload will leave a positive impression.
3. Be digital.
The past decade has brought about a significant change in the recruitment industry. Thanks to digitization and the presence of social channels, the interaction between a candidate and a recruiter has fundamentally changed. In recent years, more and more job seekers are looking for vacancies through social channels. And, according to internal data from CareerBuilder, when a client’s job posting includes a video, candidates’ application rate increases by 34%. Recruiters can find, engage and hire the most talented candidates using digital recruiting strategies.
4. Contact previous employees.
I believe that one of the most ignored hiring strategies is cultivating or involving the employees who were part of the company. To many recruiters, it may not sound like a good idea to contact previous employees, but think about it: if an employee leaves on a positive note, they might be ideal for the same position or even a senior position. Not only do these employees know the company and its working methods well, but they are also likely to have developed new skills, knowledge and experience. A structured hiring strategy helps streamline a hiring manager’s efforts from the candidate’s first meeting to onboarding. It must be a well-thought-out plan for effectively identifying, engaging and hiring skilled candidates for the company.
5. Discover passive candidates.
Passive candidates are people who are qualified and suitable for the job, but already work for your competitor. Consider personally contacting these potential candidates to show that you are interested in hiring them. In addition, your social media presence can increase their interest in your business.
6. Encourage employee referrals.
When your existing employees talk about your positive and healthy work culture with candidates, your company’s credibility can increase. This strategy can also encourage existing employees to refer a potential candidate to an open position. Consider offering rewards for referrals and hires to encourage participation.
Recruitment is a complex and challenging process, and only by staying ahead of the game can you gain access to some of the best candidates in the industry. A hiring strategy that combines some of the above ideas can streamline your hiring process and create a positive candidate experience.