Many successful businesses stay on top through innovation and by adapting to current trends and practices. However, too many rely on the same old recruitment strategy they have used for years, which may be hurting their ability to attract the best and the brightest.
Some large companies are letting go of outdated processes and thinking to attract stronger groups of applicants. If your business needs a recruitment facelift, here are four things you can do to make sure your recruiters are up to the task.
Cast a wider net
Too many companies go to the same old sources when advertising job openings because they are familiar with the universities or companies and have had some success. Here are some ways to expand your search:
- Advertise jobs at historically Black and Hispanic institutions whose graduates match the skills you are seeking and are typically under-recruited
- Recruit talent in the places they congregate, both in-person and online
- Use greater specificity for the qualities you seek when doing searches on talent websites, such as LinkedIn
- Build pipelines to these new sources, so you do not have to start from scratch for each posting
Clearly define your organization
People want to know what it is like to work for you. If you do not supply the details, they will rely on places, like Glassdoor, for current and former employee reviews. Applicants want to know who you are, what you stand for and how they would fit into your culture. Your mission should be defined in words and actions.
Expand social media recruitment
LinkedIn is a powerful resource for finding suitable applicants. But, if it is all you use, you may be losing out. Using Twitter and Slack to target specific industries offers ways to find those who are not on LinkedIn or other traditional resume-listing sites.
Recruiters should not be used as “gatekeepers” but rather as “door openers.” Since they are typically the first people prospective talent meets, they should avoid being aloof or discouraging and function as a job advisor. They need to understand their role in adding value and being an asset.
Who is interviewing whom?
Lastly, remember that the people you hire are not only contributing to your success but also essentially defining your reputation with the public. The more information you can offer applicants about your company’s values and culture, the more success you will likely have in hiring the best and the brightest.