Recruiting Strategy Tips & Tricks

Recruiting Strategies

Finding a candidate who fits both the job description and your company’s culture is challenging. Whether you’re just starting out as a recruiter or have been recruiting for years, knowing a few recruitment strategies can help you source the right talent.

Here are nine tips to help improve your recruitment strategy.

Put yourself in the candidate’s shoes

Imagine yourself as the ideal candidate for the open position. What type of career are you in right now? How could a recruiter reach you? If you don’t know the answers to these questions, interview someone from the team that you are hiring for and ask how they discovered your company and where they worked previously.

Make your coworkers resources

An effective recruiting strategy is to ask your coworkers for help. Keith Hooper, a senior sales recruiter at Yelp, says, “Some of my most successful hires came from internal networking that led to referrals. Who better to judge whether a person is a fit than someone currently in the role?”

Your coworkers can help you find talent by:

  • sending you referrals: Send an email blast to your colleagues describing the specific type of candidate you are searching for. Ask them to send you contact information for anyone in their networks they think would be a good fit.
  • reviewing résumés of candidates: Coworkers that work in the same field as the candidates can provide pertinent insights. Your coworkers can also advise you on what questions to ask candidates in the interviews.
  • participating in interviews: Include your coworkers in the interview process and have them voice their opinions of the candidates.

Prioritize quality over quantity

Posting on a popular job search website could yield many applications, but you will spend hours weeding out those of unqualified candidates. Focus on advertising with the referring sources that have consistently delivered well-qualified candidates in the past, even if they don’t produce as many applications as other sources.

Advertise jobs on your company’s social media pages

Your social media followers have demonstrated interest in your company, so post your job listings on Facebook, Twitter, and LinkedIn. Even if your followers do not see any one particular job as a good fit for them, they may share the post with their network.

Consider imperfect candidates

It is unlikely that any one candidate will have all an open job’s ideal qualifications. Discuss with your hiring managers the traits that they categorize as vital for the job and which they’re flexible about the hire having. Also, keep in mind that a candidate who doesn’t list a certain expertise on his or her application does not necessarily lack that skill, as people forget to include some of their learned skills and previous job responsibilities on their résumés.

See each candidate as a networking opportunity

Even if a résumé you are looking at is not a perfect match for the job you’re hiring for, someone that applicant knows might be. Use LinkedIn to search through the candidate’s network to identify potential passive candidates and reach out to them—they might be ready to make their next career move.

Skim résumés

Don’t expect résumés to perfectly document candidates’ careers. Instead, use the “ten second rule:” If you can’t think of a reason to disqualify a candidate after scanning his or her résumé for ten seconds, reach out to him or her. This will force you to contact people that you might not have contacted otherwise.

Assign homework

Most often interviewers ask candidates a list of pre-written questions, but these questions don’t always provide true insights into the candidate’s work ethic and quality of work. “Homework” can be as simple as requesting the candidate call you at a certain time, confirming his or her ability to follow through. If you want more insight into the candidate’s work quality, give the candidate a task to complete that is similar to the work the he or she will do if hired. 

Cater the opportunity to the candidate

Too often recruiters fail to secure candidates because they have not presented the opportunity as appealing. Hooper uses LinkedIn to help find candidates’ motivations for applying to positions at Yelp. “I do deep dives into a candidate’s profile to learn about their career growth,” Hooper says. “Hopefully, I will unearth hidden motivations for applying for a new job that our company can provide.”

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