2 Strategies for Amazing Recruiting

Bennett Sung Corporate Recruiting, Market Trends, Staffing

Recruitment is increasingly similar to advertising and marketing, according to ERE.net. It is no longer a viable strategy simply to make an open position known and wait for high-quality resumes to come – if it ever was. Instead, recruiters need to work on the assumption that they are selling the position to prospective candidates just as much as applicants are selling their work experience and skills to them. In this new environment, companies need to make significant changes in how they manage recruiting. Those companies that have already done so should constantly review their practices to ensure they are the best they can be.

Data is Key
Just as marketers do, recruiters need to analyze and use data to create the best campaigns possible. There is a huge amount of data recruiting departments can collect, from online interaction on a company's career website and its social media pages to what times of year bring in the most applicants. Data on what online activity tends to predict about application and offer acceptance is useful, as is information on what kind of content brings in the most candidates. Sourcing data is also important to giving recruiters a firm idea of where their top talent is coming from.

Many companies already track statistics of this kind, but it is a recruiter's job to take facts and turn them into actionable insights. This may take some practice, but it is crucial for success in today's job market.

Aim for Continuous Engagement
Brands try to keep their customers and prospective customers engaged at every stage of their relationship. Engagement can happen in many ways. It takes the form of communication, which can be accomplished through direct conversation with a recruiter, a company job website and more. This increases brand loyalty and sentiment, and can pay off in driving customers to recommend the brand to others they know. This should also be true of recruiting at any company. Keeping candidates and prospective candidates engaged from first contact onward is a good strategy, and involves not only candidate experience but also a company's employer brand, as Entrepreneur magazine notes. Not only does this allow potential employees to learn about a company over time, but it also keeps passive candidates connected to the company even while they work at their other jobs. Recruiters who focus on engagement can also begin to construct a talent pipeline that will help them fill vacancies as they arise.

Jobscience | Creators of CRM-Based Recruiting | The Science of Recruiting