Mar 01, 2015

Best Practices in Recruiting for 2015

Recruiting the right talent can play an important role in the long-term success of a company. The process of finding, recruiting, and retaining new talent can be a daunting and time-consuming task, especially for hard-to-fill positions that require specific skillsets.

The competition for talent is fierce. Every company wants the best to join their workforce. In today’s world of recruiting, companies have to build a strong talent brand, have an appealing pitch, and a clear strategy to attract the right candidates.

Focus on Candidate Identification Before You Need Them

Organizations looking to build a pipeline of talent should make a proactive effort to identify passive candidates and start building and maintaining a relationship with them. In a recent survey of recruiters, 83 percent of recruiters report that the power has shifted towards the candidate. In this candidate-driven marketplace, recruiting must serve to increase hiring speed and to offer a great candidate experience.

Bring Sales Strategy into Recruiting

Applying a structured discipline to recruiting, similar to that used in sales, can help organizations achieve results. By identifying targets, collecting information, and consistently reaching out, recruiters can effectively measure progress. Infusing the recruitment function with a sales mentality involves adopting and following a standardized process, supporting efforts with regular advertising and branding campaigns, and tracking activity and results with metrics and reporting.

Have the Marketing Department Assist

HR leaders recognize that the tightening job market requires the need to better sell opportunities. HR and talent acquisition leaders should tap into in-house skills offered by the marketing team to accomplish this as well as to align better with corporate branding initiatives and messaging. One way to start is by having marketing assist in rewriting job descriptions to more effectively engage talent.

Use Social Engagement

Social networking tools for the purpose of recruitment are becoming more sophisticated. Companies should learn to use these tools effectively to engage the best candidates using content other than just pushing jobs out on social networks. A Jobvite study reveals that 73 percent of recruiters plan to invest more in social recruiting in 2015.

Invest in Recruiters

Experts expect there will be a shortage of top recruiters as recruiting volume and difficulty to recruit continue to increase. To build a team of skilled recruiters, companies will have to invest in high-impact training and higher salaries and incentive programs. Successful organizations often staff their sourcing role with experienced sourcing experts. Other companies divide their recruitment team into groups of functional experts, technology recruiters, college-hiring recruiters, and executive recruiters. This helps to build efficiencies in attracting the best talent in each specific area, and to reduce reliance on third-party vendors.

De-emphasize Resumes

Social media profiles have become standard tools for researching and evaluating candidates. Instead of only looking at a candidate’s resume, many companies also look at their LinkedIn, Twitter, and other social media profiles. De-emphasizing resumes also helps to improve hiring speed by attracting passive candidates who may not have updated resumes, and accepting LinkedIn profiles for referrals. 

Reach out to Alumni

Boomerang rehires of previous high-performing workers has been a successful source of quality hires. Keeping track of corporate alumni is easier today with social media. Because of the speed of hire, low cost, and high quality of hire, experts anticipate alumni rehires to reach 15 percent of all hires in major firms in 2015.

Expand Your Search Area

Advancements in cloud computing and video conferencing have made it easier and more effective to hire remote staff members. Recruiters are now no longer limited to candidates in close geographic proximity to the company’s location.

“If your company is located in a competitive hiring market, you’d be better off searching for top talent in a less competitive area. Technology allows for smooth collaboration and communication no matter where employers are located, so you don’t need to lose out on experts in your field because of where your company is based.” ~Anthony Smith, Founder and CEO of Insightly

Embrace Mobile

According to Jobvite, there is a growing disparity between the 43 percent of job seekers who use a mobile device for job searching and the 59 percent of recruiters who don’t invest in mobile career sites. Companies should invest in making recruitment websites mobile-friendly and mobile optimize job postings.

“Candidates’ social media profiles [can highlight] personal experiences and interests that tie into professional lives and skills, and may show the person is a perfect fit. [Depending] on the type of job you’re recruiting for, make sure you’re looking at the right social networking sites to find candidates who may be off your radar.” ~Pete Kazanjy, Founder of TalentBin