8 WAYS TO REVAMP YOUR RECRUITING STRATEGY

Recruiting is not what it used to be. The recruitment field has changed a lot due

to the evolution of social media, mobile networking, big data, and digital tools. As

a consequence, it’s time to develop new strategies. Here are a few ways you can

update your recruiting strategies:

1. Understand the job position – Often, when there is a job opening,

recruiters will only check the job title and set up an interview. Before

employees leave the organization, you can talk to them and get to know

the daily activities they used to do. If you don't use concrete terms and

clearly delineate your job description, you can potentially confuse

prospective new hires. For example, many companies refer to their

sales personnel as a “Marketing Executive”, but the same position could

have a different meaning in other organizations. That’s why it is

important to know a position before hiring for it. This will help you

finalize an accurate job description for the position.

2. Diagnose the existing team – According to the Hudson Leadership

Survey result 2016, HR analytics is the lowest priority for HR.

Performance = Ability X Motivation

(From "Developing Management Skills" (8th Edition) p.27, by David A. Whetten and Kim S.

Cameron.)

When someone in your team is performing poorly, it's important to

diagnose the reasons behind their poor performance. You don’t want

your new hire to be affected by a negative atmosphere. If you find any

gloomy employees, talk to them and find out what is it about the

company that they feel should be changed. If they are not performing

and still carry a negative attitude towards the company, then you can

consider laying them off.

3. Transform the way you write JD’s – There is a plethora of ways to

write a job description. We recommend you use a definitive format like

HR.Blr.com has mentioned in its article Tips for Creating a Standard Job

Description Format. In addition to having a standardized format, you

can also use software like instaTalent that automatically creates

standardized job descriptions for you. instaTalent allows you to put the

skills and attributes you’re looking for in a potential candidate and to

construct an easily understood job description that you can use at any

time.

4. Get the word out – Finding the best candidate for a position is difficult.

The goal is to promote the job position in the right places. Use your

existing employees to advertise the available job position by making an

employee referral program (ERP). Some of the benefits of an employee

referral program (Source: ERE Media) include:

a. The quality of referred candidates is much higher because they are

prescreened by employees who know the company well.

b. ERP helps employers use their management time optimally by

generating fewer weak candidates.

c. ERP will help you improve employee retention rate.

d. Referred candidates tend to adapt faster to the company culture.

e. ERP is cost effective because referral bonuses usually cost much less

than executive search and agency fees.

5. Digital HR Strategy – According to Potentialpark’s survey, 80% of job

seekers use a career website to get information about a potential

employer, and 47% of them use it to find jobs, making it the number

one channel between employers and job seekers. Therefore, it is

important to keep your career website up to date and simplify the

online job application process to attract more candidates.

6. Select vision over education – A strong vision for a business can

create energy and the drive needed to push and pull teams and

organizations forward. There are many situations when a candidate

has a strong vision for success, great leadership skills, and intelligence

but doesn't have a master’s degree. Having a master’s degree doesn’t

always mean a candidate has the vision to lead the organization.

7. Hiring for culture fit and job fit – Top multinational corporations are

hiring based on culture fit. According to the personality-job fit theory, a

person whose traits match those of a company is more likely to perform

better and be satisfied with the work environment. A cultural mismatch

could be disastrous. Corporate culture is more of shared values and

expectations. Corresponding expectations enable people to work more

productively towards the success of the organization. The easiest way

to analyze the culture-fit of a candidate is to try out online talent

acquisition platforms like instaTalent. instaTalent is the only solution

that leverages big data analytics and cognitive computing to connect all

professionals in the talent industry with the best-fit candidates for their

precise needs. For a recruiter, instaTalent is exactly what the doctor

ordered.

8. Maintaining the budget and time – Maintaining the budgeted time

and money for hiring is a strenuous task. According to Glassdoor

Economic Research (2016), it takes almost 22.9 days to hire a new

employee in the U.S. So how can you budget your time for hiring?

instaTalent provides a solution to enable you to identify top talent that

fits your job description, recommending best-fit candidates in minutes.

instaTalent saves you time spent on going through job boards and social

media to find the best candidates.

Sign up free for instTalent here.