recruiting_basics

Maybe recruiting’s not your forte. It’s just one of the many HR hats you wear, even though finding and attracting talent isn’t your particular expertise. But as competition for top talent intensifies this year, in-house recruiters will be challenged to step up their recruiting game.

Whether you’ve made it a priority to beef up your recruiting this year or you’re simply focused on getting the job done, now’s the time to re-focus and make sure your recruiting tactics are delivering the right candidates in a timely and efficient manner.

Take a “back to basics” approach with your recruitment efforts in the following focus areas:

Sourcing

Don’t just rely on your job postings to bring in applicants. Get out there and source them yourself. Use your database to identify past applicants who may be a good fit for the position you’re hiring for currently. Find online communities that attract the kind of talent you’re seeking and engage them. These proactive techniques will help you identify new applicants who likely wouldn’t have engaged with your company otherwise.

Networking

Another important way to find and engage talent is through networking. We know, who has the time to attend networking events on a regular basis? But by simply joining groups related to your industry or alumni groups, you’re instantly widening your pool of potential applicants. Keep up with the groups’ activities online, ask for referrals and engage with members who may meet your talent needs.

Branding

Similar to how your company’s brand is the most important driver of customers to your products and services, your talent brand is essential for driving qualified job seekers to your organization. Start thinking like a marketer when it comes to your employment brand. Develop targeted messaging and a strategy to showcase your company’s employment brand and attract the right talent.

Qualifying

Whether you use applicant tracking software to qualify online applicants, or you review and evaluate applicants’ resumes manually, make sure you also understand the applicants’ needs. What are they looking for in an employer? What are their long-term career goals? Many hiring and recruiting systems will allow you to build these types of interview questions into the online application process.

Listening

Treat your candidates like customers. Listen to them when they describe their job preferences. Ask questions that will reveal if the candidate aligns with your needs as a business. Taking the time to listen and understand how your candidate fits into your short and/or long-term vision for the company could mean the difference between a successful hire and the cost of a bad hire.

Onboarding

Don’t cut ties with your candidates once the job offer has been accepted. You may be one of the only people the candidate has engaged with throughout the hiring process, so ensure he or she knows what to expect during the first several weeks on the job. Successful onboarding will help new hires get up to speed and learn how to navigate the organization so they can start contributing faster.

Hiring and recruiting is accompanied by many administrative tasks, such as applicant filing, interview scheduling and applicant communication. Online hiring and recruiting software can automate these important tasks and more so you can focus on engaging top talent. Contact Hyrell to learn how applicant tracking software can help you become a more strategic recruiter and make your recruiting process more efficient.