How to Make a Great Hire Using Employee Recruitment Strategies
Although employers often overlook their recruitment strategies, developing effective ones can result in great hires. Get higher ROI by having a solid hiring process for a shorter interview process and data-oriented hire. Besides, it can reduce the cost associated with employee turnover for hiring unsuitable people.
Here is a roadmap to the most effective recruiting strategies employers can use to optimize their operations— it starts with attracting the best pool of employees and selecting a good fit for the company. This article will explore the most effective recruiting strategies, practical ways of developing recruitment methods, and factors to consider when developing such recruitment methods. Here we go!
What Are Recruiting Strategies?
Recruiters often require an action plan with specified timelines and objectives to guide them from advertising open positions to hiring the best employee. Innovative companies use basic start points such as posting jobs on websites to leveraging complex technology to find the best candidates. Therefore, a recruitment strategy is a blueprint that serves as an actionable plan highlighting recruiters' procedures in finding the best hires.
The objective of A Recruiting Strategy
A recruiting strategy includes company-specific hiring objectives to find the best employees.
An effective recruitment strategy must serve as a tool that employers use to measure
A recruitment strategy must serve as a benchmark for future hiring decisions.
An effective strategy must include a clear and actionable plan to guide recruiters in their hiring process.
A recruitment strategy defines the employee the interviewer is looking for in every open position.
Recruitment strategies do not end at hiring new employees. The company can use them to evaluate the other roles in the organization. Use the company recruitment strategy to create job targets for succession planning, employee development, and coaching.
How Do You Develop A Recruitment Strategy?
The talent acquisition team in an organization must have an efficient recruiting strategy to attract and hire the right candidates. The team can also strengthen the company's brand by developing a recruitment strategy that will help them evaluate how the organization will achieve or improve its hiring practices.
The overall strategy can be broken down into the following actionable tactics you must consider to develop an effective recruitment plan regardless of the industry or business model.
1. Assess the Existing Organizational Strategies
Begin by analyzing business, recruitment, and departmental strategies to understand and incorporate key organizational detail in the recruiting strategy.
2. Ensure that You Review Best Practices and Templates
Find different recruitment strategy templates for various companies available online. Also, consider a list of best practices. However, remember to customize your template and best practices to suit the company's needs.
3. Include Stakeholder Feedback
Include input from HR teams, employees, and hiring managers in the developing and effective recruiting strategy. At Resource PI, we offer job-targeting and creation of the right job fit. Leverage powerful recruitment software to avoid mishires. We save you from the tedious process of vetting employees by pinpointing the ideal candidate. Streamline your recruiting strategy using our PI assessment tools. You get candidate insights to help you align your hiring objects with the ideal candidate profile for each role. You can then know where to focus by transforming each job description to match its corresponding cognitive and behavioral requirements. In general, our Job Assessment helps employers generate a job target based on underlying traits of a role.
4. Utilize Technology to Optimize Your Recruitment Strategy
Incorporate technology in developing your recruitment strategy. Find tools that can augment the company's existing method. Besides, consider the current recruitment trends, such as the contemporary shift to video interviewing software.
The Predictive Index is among the best technology employers can use to land top talents. Employers can choose from any of the following predictive index features, depending on the organization's hiring needs:
The Predictive Index's Behavioral Assessment
Tailor your job target with suitable behavioral traits and characteristics for the potential role. Use the Potential employees' responses to determine their workplace behaviors. The PI Behavioral Assessment is a powerful tool that expedites the recruitment process by matching potential hires with their behavioral traits on a scale of 1-10.
PI Cognitive Assessment
Recruiters use this PI tool to access the potential employees' cognitive abilities. Assessment takers respond to multiple questions to test their numerical, verbal, and abstract reasoning abilities. PI Cognitive Assessment test help employers evaluate the takers' problem-solving skills.
PI Job Assessment
Improve your hiring strategy by incorporating this candidate assessment tool. Instead of basing your hiring decisions on instincts, recruiters can use scientific data to evaluate candidates. PI Job Assessment feature helps employers identify employees' cognitive and behavioral abilities that will lead to their success in different roles.
5. Continually Evaluate the Recruitment Process
Ensure that the internal recruiting process remains robust and effective by requesting feedback. Have your internal team use the method for you to identify areas that need improvement.
Ensure that you always strive to optimize your team by assessing their workplace engagement. The PI Employee Experience Survey will help companies collect insights to improve their recruiting strategies.
Employers can also find the best fits with the resource PI's pre-employment recruiting software. It utilizes scientifically trusted data on predictors of success to screen out unqualified job candidates. Remove bias and take control of your recruitment with the G2 Crowd hiring tool.
What Are the Five Recruitment Strategies or Methods?
1. Establish a Clear Employer Brand
A strong brand identity is among the top requirements that job seekers look at when searching for jobs. Accordingly, at least 72 percent of the leading companies globally consider branding a critical recruiting strategy.
Therefore, companies must create a strong brand that attracts great talent. According to statistics by LinkedIn, most sought-after employers such as Disney spend millions on developing brand equity. This method guarantees that they only receive employment requests from job seekers with a solid idea of what the company entails: Employee Value Proposition (EVP) and company culture or values.
The best way to develop employer brand reputation includes ensuring that you always have positive client reviews on top search boards such as Indeed. Follow up with former clients, interviewees, and clients that leave negative feedback to improve your strategy.
Besides, companies should celebrate award-winning moments and publicize them on websites and social media sites to attract and retain great talents.
2. Social Media as a Recruitment Strategy
Popular sites such as LinkedIn, Twitter, Instagram, Facebook form a pool of great talents. Companies can use this strategy to attracts candidates interested in popular jobs in industries such as the media. The posts will mostly reach the targeted pool because up to 3.6 billion people spend much time on social media— a population likely to reach 4.41 billion by 2025. Recruiters can also use social media to promote the company image.
3. Reach Out to Passive Candidates
Another effective recruiting strategy is targeting the passive potential recruits. This pool of candidates includes those who can consider employment opportunities although they are not actively seeking jobs.
Reach out to such candidates because they exhibit the experience and expertise you are looking for in your organization. Always remember that only 12% of the employed people are actively looking for new opportunities. However, most of these people are willing to engage with you if you offer them the right option.
Leverage this robust recruitment method to contact potential candidates, review the company database, or seek talent search to find a large pool of qualified candidates for a great hire.
4. Establish Employee Referral Program as a Recruitment Strategy
Companies that employ this recruitment strategy enjoy benefits such as low hiring costs, especially during short-noticing hiring or hard-to-fill roles recruitment. Employers can use this recruitment strategy for low turnover rates and a quality candidate pool.
Employees are connected to a network of friends, previous colleagues, and family members with the skills a company may be looking for — therefore, having a referral program in place can contribute to a pool of talented candidates.
5. Create compelling and Accurate job descriptions
Your company's job postings should remain accurate to attract potential job seekers. A vague job ad may leave people with more questions than answers. Companies use this hiring method to entice candidates that make a good fit for specific roles.
An accurate job ad includes the following:
It should include specific titles to attract interested job seekers.
It must include a summary of the job.
It should highlight the company culture for job seekers to see your values.
A job description should include essentials such as soft skills, core responsibilities, qualifications, and hard skills.
Let Us Help You Improve Your Employee Recruitment Strategies' Success Rate
Employers must continually invest in the right solution to meet the changing demand to make a great hire. At Resource PI, we offer you a talent strategy that is a data-driven approach to diagnose, design, hire, and inspire people. You can begin with our PI assessment to unlock critical people data or request a free software demo to put your collected data into action.
Consult with a team that is ready to help you. Learn more about employee recruitment strategies for making better people decisions today!