6 Tips to Get Your Recruitment on the Right Track

Jeanette Leeds Maister July 12, 2018

While technology is always advancing to help the hiring process, there are also inexpensive ways to grow your workforce that can be deployed. These strategies include different manners to manage your employee referral programs to boost quality hires quickly as well as nurturing your talent pipeline. Check out these 6 techniques we’ve put together:

Source Your Own ATS

47% of companies report few or no qualified applicants for the positions they are trying to fill. It can be incredibly efficient to start sourcing right in your applicant tracking system or candidate relationship management platform. Some tips:

  1. Source talent from your ATS. This was mentioned above, but it’s worth saying twice. Your company likely spends quite a bit of effort keeping records of current and former candidates. In addition to reaching out to all those first runners up, you should also look at former employees who left on good terms, or those who just didn’t have enough experience 2-3 years ago. Also look at boomerang employees for consulting gigs, if they left to retire. If your ATS includes prescriptive hiring recommendation tools, harness these to help identify these superstars faster.
  1. Take a long, hard look at your requirements. Does Marketing Coordinator II really need 5-7 years of experience and an MBA? Or is that just what the HR coordinator before you typed up when it was called personnel? Researchers have found that men typically apply for a job when they meet only 60% of the requirements, whereas women wait until they meet 100% of those same requirements. Ensuring your requirements are keeping pace with the current educational system, workforce developments and any regional issues, is a really fast way to expand your talent pool!
  1. This train is leaving the station. If you haven’t approached your colleagues and executives about starting a training program, you should! 68% of workers say training and development is the most important workplace policy. This is an important consideration when trying to attract top talent. While there are open jobs for everyone without a job in the current economy, we need skilled workers. The answer is to train those we hire who have the raw capacity to do the work. Make 2018 the year you build a training program or internship program.
Do you have a “referral day” in place at your org? Find out why this could make 2018 your best #recruiting year yet!Tweet this!

Strengthen Your Job Ads

Now is no time to struggle to hire with boring job ads. Long walls of text, no eye-catching video or imagery, a hard to follow career site are all super speedy ways to turn candidates off. It isn’t just words but pictures and callouts that generate candidate interest. This is a great place to utilize your CRM if it has this specific advertising capabilities. Fortunately, it costs nothing to brainstorm with your fellow employees. Try these:

  1. Ask around. Your employees know their jobs better than you do. What do they know now about their job that they didn’t notice when they took it? Ask several colleagues to give you the scoop on the hidden cool stuff about their job and use that to build a more personal and attractive job ad!
  1. Extra! Extra! Read all about it! Your job ad needs a headline and as cheesy as it sounds, those old newspapers knew how to catch attention! The average attention span is now only 8 seconds long so it’s important to find a headline that is NOT: Experienced QA Needed - Sacramento, CA. Take a page from advertising and make it about them: “We’re waiting for you to complete our dev team”!
  1. Bennies and the Jets. Okay, there are probably no jets in your organization but you probably DO have benefits you didn’t even know you had. Do a little research to learn what you can offer your candidates. Great hours? Awesome family atmosphere? The three things that most matter to Millennials in the companies they work for growth opportunities, retirement benefits, and work culture. Even things as simple as free snacks and a casual dress code will appeal to someone. And that someone will likely be a cultural fit!

BONUS TIP: Take a long hard look at your application process. While this may not be a quick fix, it’s worth evaluating and drawing up a plan to address since 60% of job seekers quit in the middle of filling out online job applications because of their length or complexity. If you don’t want to go through the long and rigorous process, top candidates probably don’t want to either.

Of course, you probably have your own amazing recruitment tactics to employ and we want to hear them! Join us on Facebook, Twitter and LinkedIn as we grow our Oleeo Community. We share great articles like this plus resources to help you recruit even better and solid case studies of talent acquisition professionals just like you who are pushing the envelope.

Get these tips and six more in our checklist of 12 fast and effective ideas to hire top talent to effectively attract, engage and hire your best team yet.

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