8 Strategies for Recruiting and Hiring the Best Employees

As Monster.com recently noted, with the vaccine rollout and the potential to finally return to normal, there has also been a steady increase in job postings, from manufacturing to sales. With that, the competition for the best talent is getting stiffer, which means hiring managers and recruiters are going to have to work harder to find the best employees. 

Give Incentives for Employee Referrals 

Your current employees can be the best source for new ones. Those who are already highly capable usually surround themselves with others who are too. If your company doesn’t already have a referral program that provides an incentive for staff to refer the very best talent they know, consider implementing one. Setting one up doesn’t cost much and can get results fairly quickly.

Manage the Hiring Process More Efficiently

Investing in ATS software, an applicant tracking system will help you maintain a candidate database that allows you to manage the hiring process more efficiently. It will not only save time and effort, ensuring that you take advantage of every possible avenue to find top candidates, but you’ll be able to build a talent pool for current openings as well as future ones.

Take Advantage of Social Media

Social media is an excellent recruiter tool that allows you to share job openings with your network while encouraging conversations. Even if the immediate people you reach aren’t interested, they may know someone who is. Whether it’s a Facebook post or a tweet that says “We’re hiring,” it has the potential to be found by many. If you also share videos and photos from your workplace, office life, company events, etc., you’ll be giving potential candidates a good glimpse of what your organization’s culture is like.

Use Niche Job Boards

Go where the candidates are, which means posting on niche job boards. For example, you’re more likely to find a talented Java developer with the necessary experience on StackOverflow than you would if you posted a LinkedIn ad. Niche job boards specialize in particular fields, for example, there are options for writers, salespeople, healthcare workers, techies, and much more. They get less traffic than those big well-known sites, which means fewer candidates, but they’ll be more in line with what you’re looking for.

Write Attention-Grabbing Job Descriptions

The job description is one of the most important elements in the hiring process. Job titles listed should be as specific as possible in order to pique the interests of the most qualified candidates. Be sure to write an attention-grabbing summary and an enticing description that will get job seekers excited about it. Include all the essentials while keeping it concise, listing core responsibilities, daily activities, skills, and how the position fits into the company.

Attend Meetups

A booth at a job fair can be helpful, but what may even be better and less costly is to attend an industry-related meetup. For example, if you’re looking for a software engineer, find a local meetup group or an association focused on software development and attend a meeting. Or, send some of your current software engineers to attend and spread the word that you’re hiring. You might even provide giveaways, allowing your employees to be your best advocates.

Treat All Candidates Like Treasured Customers

The first impression a candidate gets of your company is critical, whether it’s over the phone, in a Zoom interview, or in person. Treat them just like you would a treasured customer by being respectful of their time – if you’re running late, be sure and let them know as far in advance as possible. During an in-person interview, make them feel welcome, asking if they’d like something to drink, for example. Keep them in the loop throughout the hiring process – if you hire someone else, be sure and let them know, providing constructive feedback if possible.

Consider Previous Candidates

When you’re recruiting for a position you’ve hired for in the past, re-visit the resumes or past applicants. It may be that they simply didn’t make the cut due to poor timing, or perhaps they’ve added experience they didn’t have before. If you treated them well during the process before, there’s a good chance they’ll be interested in applying again.

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