four recruitment strategies to get your company ahead

8/20/2019 Four Recruitment Strategies to Get Your Company Ahead

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Anne St. Hilaire

to Get Your Company Ahead

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Four

RecruitmentStrategies

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Job seekers create anonymous profiles

Recruiter attracts top candidates who tell us what it would take for them

to change jobs and join a great company like yours. We engage our

candidates on a daily basis.

Recruiter sends curated jobs to candidates

We leverage our proprietary technology to find the right talent for your

company from our pool of passive job seekers. Our algorithm learns over

time to provide more targeted matching.

Recruiting professionals step in and engage

Our team of professional recruiters hand pick potential targets and workclosely with your hiring team to set up a job interview. Recruiter’s platform

is efficient and saves you time and money.

You’ll love working with this Recruiter.

“Recruiter makes finding greatemployees easy. It cuts through

the clutter and gets back to

the basics of finding and

hiring great people.”

- Robert RyffDevelopment Datalytics Technologies LLC

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3/19

What’s Inside

Intro . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Use Mobile Recruiting

to Communicate . . . . . . . . . . . . . . . . . . . 5

Never Underestimate the Power

of Marketing . . . . . . . . . . . . . . . . . . . . . . . 9

Get Scientific . . . . . . . . . . . . . . . . . . . . . 14

Think Outside the Box . . . . . . . . . . . . . 18

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4/19

4 ©2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

Effective recruitment strategies are a pivotalaspect of procuring and retaining high-quality

talent to contribute to an organization’s success.

The job market is becoming progressively more

competitive and skill sets continue to grow more

diverse. Given this environment, recruiters are

required to be more selective in their candidate picks,

since under-performing recruitment measures can

have a long-term negative impact on an organization.

Since all recruiters and companies are dealing with

the “talent problem”, it is important that they

differentiate themselves with new and powerful

hiring strategies so that they can stand out in the

eyes of candidates. So how can you get top talent

to notice you in this extremely saturated and

competitive market? It’s time to try these four

unique recruitment strategies the next time you’re

looking to fill one - or many - important positions.


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We’re living in a mobile world—you use yoursmartphone to find out the latest headlines; tablet

to watch videos; and E-readers to learn a little more

about your industry. It’s hard to remember a time

without a gadget in the palm of your hands, and whywould you want to? Everything is done at your

convenience, whenever, wherever. Life is simpler.

So, if you’re more prone to use your mobile

devices to communicate, wouldn’t it make sense

to apply that same theory to recruiting?

Currently, 70 percent of all job seekers search for

jobs via their mobile devices. In addition, 20 percent

search for information about careers through these

devices. These statistics indicate that if you don’t

have or aren’t planning on incorporating mobile

Use Mobile Recruiting to Communicatebased on “Perfect Your Mobile Recruiting Strategy in 4 Easy Steps” by Ziv Eltraz

capabilities into your recruiting strategy, you’re

losing out on candidates, some of whom may be

pretty high caliber. When you’re ready to get started,

you can implement and then perfect your mobile

recruiting strategy by following these four steps:

Create a mobile-ready career site

While you may believe it’s obvious to have mobile

associated with your career site, the truth is, many

organizations have yet to come on board. In fact,

only one in five Fortune 1000 companies hasmobile-ready career sites. Plus, since one in four

come to career sites via mobile, you’re missing

out on a large chunk of qualified candidates

because they either can’t view information

correctly or can’t apply directly.


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However, with remote employees comes a

certain communication barrier. They aren’t in the

office like traditional workers, so they can’t slip you

a lead through your employee referral program if it’s

not convenient for them. Therefore, you have to

ensure your employees

can refer on-the-go. One

tip is to create a mobile-

ready portal or external

website that they can

access in the referral

process. That way, they

can still participate in an

employee referral

program, even if they

aren’t there in person.

Confirm your mobile recruiting strategies

are social networking-friendly

Along with just using mobile devices, many job

seekers use social networking in their searches.

To solve this, make it easy for job seekers to apply

through their smartphones or tablets. This may

require creating a smartphone application or

otherwise ensuring your career site can be

accessed through mobile devices. Either way,

creating a mobile-ready

career site will increase

your chances at receiving

those candidates who

use their devices in the

job search.

Make sure your employees

can refer on-the-go

After career sites, referrals

are cited as the No. 1source of hire. If you pair

that with the fact that 30 million Americans work

remotely at least one day a week, you have the

potential to receive awesome candidates by way

of your employees even if they’re on the other

side of the world.


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For example, 60 percent of Facebook usage is

through mobile. Candidates also use networks likeTwitter and LinkedIn in their searches. Social is the

way to go these days, and when you put mobile

into the mix, you have a match made in job

seeker heaven.

However, to access these candidates, you have toconfirm your mobile recruiting strategies are social

networking-friendly. For example, is it easy for

candidates to view a job that you posted on

Facebook through their smartphones? If they use

the Apply with LinkedIn feature to apply for jobs on

their tablets, can they do so efficiently? If the answeris no, again, you’re missing out on quality

candidates. Be sure every job listing, career

site link, or external piece of information you post

on social networking sites can be

accessed through mobile.

Open up your mobile recruitment strategy

We briefly touched on the power of referrals.

These referrals aren’t limited to your internal

network, though. External contacts, such as

your business partners, former employees,and vendors, can also help you in the recruitment

process. However, doing so may be harder,

especially since they don’t have to participate in

an employee referral program.

To solve this, implement fun games and rewardsthat be accessed through a mobile employee

referral program. For example, let’s say a business

partner referred you to a candidate via a


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mobile-ready referral portal on their tablet.

When that candidate is interviewed, your businesspartner is placed on a mobile leaderboard for all to

see. They can also receive rewards for their efforts.

This method socially recognizes your business

partner, which engages them, as well as makes

their time worthwhile in simple way. Implementing

mobile capabilities into your recruiting strategy isa great way to amp up your hiring efforts. We’ll

only see the mobile trend grow, so getting on this

bandwagon sooner rather than later will only help

you in your journey to find the right candidates.


9/19


w

hen it comes to branding, your company’s marketing team is on

one side of the coin. The members of the team have advanced sales,

marketing, and promotional skills and know how to position your

company’s product in a way that excites and engages your

potential customers.

Your HR/recruiting department is on the other side of

the branding coin. Your marketing department already

positions your company’s sales brand; how can you

parlay the marketing department’s knowledge into the

creation and positioning of your recruiting brand?

Never Underestimate thePower of Marketingbased on “Recruit Like a Marketing Professional” by Liz D’Aloia


10/19


Marketers Get Feedback from Focus Groups

Marketing starts on your website. For that reason,

you need to evaluate it impartially, just as a third-

party marketing professional would.

Step back and consider your website from a

candidate’s perspective. You may even want to

convene a focus group for feedback. You can easily

create a focus group from recent hires, job seekers,

or from colleagues in your network. Here’s what

you want to find out:

Is it easy to find your career page from

your main website?

Does your career page reflect your

company’s culture?

Is it easy to navigate?

Is it engaging?

Does it help people visualize what it is

like to work at your company?

Is it mobile-friendly?

Remember, Google changed its search

engine algorithm to favor mobile-friendly

sites. Make sure your career site doesn’t just

resize for mobile. It needs to be truly

mobile-friendly, which means easy to

view and navigate on any mobile device.


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Marketers Analyze What Works

Marketers are salespeople, and salespeople love

metrics. Many recruiters focus on metrics such as

time-to-fill, number of open requisitions, and other

tactical numbers. Savvy recruiters know that a

successful recruiting initiative means more than

posting and praying. Step up your analytics and

start asking tough questions such as:

How many hits does your

career page get?

What are the sources of the hits on

your career page (social media, job

postings, grassroots recruiting

efforts, etc.)?

How do your application views matchup to your application completion rates?

What are the mobile application

completion rates versus desktop

application completion rates?

Marketers measure the effectiveness of

these tools. Recruiters should, too.

Once you know what advertising source

works for your recruiting efforts, you can

focus on that source and create more

opportunities to sell your open positions.


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Marketers Tap Into Human Vision, Not Job Descriptions

Here’s a challenge for you: Would you rather read a

page of dense text or a page that has lots of white

space and interesting graphics?

Humans are visual creatures, so we need to make

our recruitment advertising easy on the eyes,

entertaining, and engaging. In other words: weneed to do a better job of marketing our openings.

Consider that most applicant tracking systems are

designed by IT, not recruiting teams. IT always

outlines requirements prior to starting a job. Sound

like a job description? Yes! This is why mostapplicant tracking systems allow you to upload a

job description and then market from there.

Unfortunately, the job descriptions that HR writes

aren’t compelling from a marketing standpoint —

so, stop posting them.

Job descriptions are often full of

acronyms that are only meaningful

within your organization. External

applicants don’t fully understand them.

Job descriptions are also one-sided.

They outline what’s required for the

job, but they usually don’t adequately

market your recruiting brand or company.

Job descriptions aren’t

visually appealing.

Job descriptions are often written so

narrowly that it’s almost impossible to

find “the perfect candidate.” Are you

demanding so much in your job

description that qualified candidates

don’t bother to apply?


13/19


Instead of posting traditional job descriptions,

consider partnering with your marketing department

to create job-opening collateral. Your marketing

team can help you distill the minimum requirements

into exciting, engaging text and also make your

document visually compelling.

There’s no doubt that marketing can work

wonders for your recruitment advertising

efforts. So, start thinking like a marketer instead

of a recruiter, and see how quickly you’ll start

filling your candidate pipeline!


14/19


Get Scientificbased on “5 Ways to Use Big Data to Get Scientific About Recruiting” by Meredith Amdur

As a discipline, recruiting has always been on

the front lines of competitive strategy for any

business: finding the talent to execute the vision

while providing valuable insight back to the

business on how factors influencing hiring and

ongoing cultivation of talent might impact

company development. Recruiters are key to

finding the people who will execute their

company’s vision, and are increasingly on the

front lines of the talent wars, especially in markets

where specific skill sets are in high demand.

Until recently, however, recruiting has been more

art than science, requiring a lot of hustle, a rich

rolodex (or LinkedIn network), and — occasionally —

a good-sized checkbook. Practitioners were (and

still should be) valued for their instincts and

market experience. But adding some data science

(in the form of facts, probabilities, and market

clues) to the mix can really kick the strategic

power of the recruiting discipline up a notch. In

fact, research conducted by Wanted Analytics

shows that more and more jobs in the HR field

require analysis of large quantities of data, with

hiring professionals being called on to use big

data in their everyday workflows.

Engaging big data as it relates to talent supply and

demand can help the recruiting team prove its case

for specific hiring strategies and tactics and bring

useful market context to a variety of workforce and

operational decisions. Here are five key areas where

recruiting can use talent market analytics to more

proactively support the overall goals of the business:


15/19


1. Hiring

How would a recruiter’s job change if they knew

before a position was open how difficult or easy it

might be to fill, whether or not the salary proposed

was competitive, and what other companies were

competing for the same skills and roles?

In today’s tight talent market, understanding both

the local and macro conditions that may impact

talent availability, salary and benefit decisions, and

hiring timelines helps recruiters set expectations

and adjust their approaches to attract candidates

for hard-to-fill positions.

Are other companies in the area currently on the

hunt for similar skills? Is the salary being offered

lower or higher than average? Is the skill set

needed easier to find in a different geographic

area? Data captured from job boards and other

sources of information on talent supply and

demand can help answer these questions and give

recruiters the ammunition they need to get business

buy-in on key decisions related to hiring strategy.

Armed with data, recruiters’ discussions with hiring

managers change: recruiters build immediate

credibility and transform their roles from advisors

to decision makers.


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2. Training and Development

Talent market analytics can also inform training

and certification strategies. If the data shows that

specific skills are in extremely high demand,

recruiters can advise the business when it might

be beneficial to invest

in training resources in-

stead of seeking out new

hires. Rather than spinning

wheels in an environment

where hiring is especially

difficult and time-

consuming, training

existing employees may

be the more economical

or timely approach to

acquiring the needed skills.

3. Operational Strategy

Backed by data analytics, recruiters can additionally

help the business make important operational

decisions. For example, choosing the location for

a new manufacturing plant or office expansion

should include the analysis of the local talent

supply and demand data. Getting a read on the

local workforce conditions

can help recruiters estimate

how quickly the business

will be able to staff up when

expanding operations, and

how much budget should be

set aside for staffing costs.

4. Competitive Intelligence

Beyond identifying when

rival businesses are

competing for the same

talent, hiring data can also serve as a bellwether for

other competitive moves, such as the introduction

of new product lines or the opening of a competitor’s

office nearby. Job ads often list locations and


17/19


detailed descriptions of responsibilities, and this

information can reveal clues about what the

competition might be planning. Recruiters can

serve as valued sources of business intelligence

by giving management a head-up when top talent

may be in danger of being poached by a rival, or

when it looks like a competitor’s hiring spree is

related to a new product push.

5. Forecasting and Planning

Finally, recruiters can use talent data to help the business forecast the feasibility of future plans. For example,

an organization that commonly submits bids for projects might want to analyze the talent supply in a

specific location before submitting a proposal. If the needed skill sets in the project area are scarce, it may

not be worth it to make a bid. Conversely, a talent-rich location will give the business the confidence that

it can deliver on the customer’s expectations.

Big data and talent analytics are empowering recruiters to play more influential roles in their organizations’

overall business strategies. Talent is often one of a business’s most valuable assets, impacting the ability of

an organization to grow, compete, and prosper. By applying data science to decisions made around hiring,

training, development, and more, recruiters can bring considerable value to the conference table.


18/19


Although they still prove to be effective in some hiring

situations, most traditional recruitment strategies are too

outdated to provide any kind of competitive advantage

for companies using them. In order to stand out and

find the best employees for their teams, employers have

to get very creative in their recruitment methods - or

risk falling behind in their industry. Today, the only way

to attract new candidates and hire the best talent is to

differentiate yourself, so why not adopt these new and

innovative recruitment strategies?

Think Outside of the Box


19/19

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You’ll love working with this Recruiter.
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