The new rage in marketing, more specifically technology marketing, is a concept called Growth Hacking. Wikipedia defines Growth Hacking as a technique that blends the use of creativity, analytical thinking, and social metrics to sell products and gain exposure. As a marketer for an HR Technology company, I spend much of my day walking the line between marketing and HR, so the connection for me was natural!

We, at Hyrell, believe that there are plenty of reasons why HR executives should be thinking more like marketers, so I wanted to share 3 ideas for Growth Hacking your Hiring Process.

Analyze and Test

As marketers, we constantly look at data to see what is working and what isn’t. We try to determine what small improvements we can make to improve our most important metrics; what changes can help us more efficiently get to our goals. As an HR manager, you should also be looking at the data. A few simple examples include:

  • Where is your best applicant traffic coming from?

Maybe you learn that most of your most qualified applicants for certain positions come from certain sources. An easy sign that you should continue to develop that source to keep the flow of qualified applicants coming.

  • Did you notice a huge spike in qualified applicants for one specific position?

Dive in and figure out why! It probably was a very clear, concise job description and it quickly connected with the right people, but maybe there was something more. Maybe you shared a glimpse into your corporate culture that make your company look like a great place to work!

  • Did you provided a salary range?

Don’t underestimate the small chages. Take an analytical look at the process and see what stands out. Try to repeat it and see what happens.

Ask Questions / Survey Your Stakeholders

Surveys can be a marketers best friend! Surveys are a great, low-touch, way to gather insightful feedback about your hiring process. Consider crafting simple 2-3 question surveys that ask your most important questions and, then, leave the last one open-ended – “what could we have done better?” You’ll probably be surprised with responses you’ll get. Here’s a few ideas on who and when you should send follow-up surveys:

  • Candidates after they initially complete an application.
  • Candidates after an they complete an interview.
  • Candidates after you have made your hiring decision (hint: not everyone will hate you for not selecting them)
  • Your interview managers after a candidate interview.
  • Your interview managers after you hire a candidate.

Go Social & Be Creative

Social Media is a great way to grow your talent brand and spread the word about your open positions. But often, HR managers, will just put a notice out that looks like this:

I’m Hiring. Customer Service Manager (link to application here) 

Why would your network want to share this position.. In fact, why would they even take more than a glance at it. Try spicing up the position a bit more.

Our awesome team is growing! We need experienced, outgoing and fun people in Boston, Atlanta and Chicago to guide our clients! Could this be you? Find out here: (link to application) #jobs #hiring

Job Descriptions and Responsibilities are different for every position and how you recruit for those applicants should be different too. Know who your audience is and what resonates with them. Then craft a message that is sure to pique their interest – even if it’s just enough for them to forward your open position to a friend or share it on their social media!

Growth Hacking your recruiting process doesn’t have to a complex, time-consuming process. Just take a moment, step-back and look at the process. See what is working and try to improve it. Just like marketing, the recruiting world is ever-evolving and it’s critical for your HR processes to stay ahead of the curve!