5 tips to improve your organisation’s recruitment strategy
Satish, a Talent Acquisition Manager of a tier 2 software services company, was under tremendous pressure from the top management as he was unable to source the best talent even after putting a significant amount of effort and time in his company’s existing recruitment strategies.
He was totally devastated after all the company relied on his efforts. He was absolutely clueless in his approach towards modifying his existing hiring strategies. Let alone the best talent, Satish was not even able to source average applicants for a particular job requirement.
An upset Satish approached Han Digital Solutions to seek help in enhancing his company’s recruitment strategies. As experts in talent consulting, we decided to offer valuable suggestions which could he could deliberately incorporate into his existing recruitment policies. Here are the 5 suggestions we offered Satish on improving his recruitment strategies:
• Set clear and measurable goals
After going through Satish’s hiring strategies, we came to know that his company was not clear on its recruitment goals. It failed to answer several critical questions pertaining to the company’s recruitment policies. We suggested Satish that he must be clear on his long-term hiring objectives. He should attempt to answer questions like – Why are you hiring? What results can you expect from hiring? How should you go about it? etc. – which might benefit his company in the future.
Most companies believe that recruitment ends with hiring applicants, but the reality is — it plays a huge role in post-hiring activities such as internal movement of employees and talent retention. Setting specific objectives relating to recruitment can help you measure your company’s successes, failures and even Return on Investment (ROI).
• Define your target audience
When an organisation offers new vacancies, hiring managers tend to skip a few steps ahead and become very keen to fill the position as soon as possible. Little or no time is invested in actually outlining the competencies and aptitude of applicants that a job role must attract. At this juncture, the intent of recruitment is completely lost, which means less recruiter-applicant engagement, thus making a recruiter’s hiring process more complex.
Hiring managers are required to make an intensive effort to clearly define the job description and make it as accurate as possible, ensure its currency and use suitable language to attract prospective applicants which might further motivate them to apply. Recruiters must also reach out to potential candidates if their profiles are suitable for the job requirement.
• Build your brand
One of the major drawbacks of Satish’s recruitment strategy was it lacked proper employee branding. His company neither had a strong social media presence nor online reviews and this was the prime reason why his company failed to attract potential candidates. Building an employer brand is critical to establishing a strong competitive advantage in the job market.
As a recruiter, you must understand the importance of marketing your company to the public.
These days, candidates approach companies through social media networking sites. Online discussion forums like LinkedIn and Google Reviews provide the public with genuine information regarding the company. Applicants often go through these reviews before applying, hence if they find out that you have low employer brand or none at all, it could discourage them from submitting their resumes to your company.
Apart from social media presence, many organisations have recently begun uploading content relating to their in-house activities and work culture. Content marketing as a strategy to target audience is a great way to raise awareness about your company.
• Enhance your interview process
Often candidates vent their experience about a company’s lengthy interview on web forums. Interviews are meant to evaluate a candidate’s knowledge and aptitude, but most companies fail to follow the best practices during the process.
Your objective is to sell the role to the potential applicants by offering them additional details about your service/product and outlining how their role contributes to business realisation.
Another common problem that most applicants deal with is waiting for an interview call. It is not a good feeling for any candidate to wait for an interview call. Poor candidate management offers a bad experience, forcing applicants to seek jobs elsewhere.
• Staying in touch with applicants
Most talent acquisition managers end their communication with applicants if they are found unqualified for a job requirement. However, this should not always be the case. Hiring managers must put in a considerable amount of effort to stay in constant touch with applicants. They must understand that not every applicant is ready to apply for a job when they come across postings on recruitment portals.
Hiring managers must connect with candidates and communicate with them when the time is right. This in return, fosters a transactional relationship between the hiring manager and candidates. This attitude also keeps applicants informed about current vacancies in your company. Depending on the candidate’s immediate requirements, hiring managers can send job alerts, content and other links that might capture their interest to work with the company.
Apart from these tips, we also offered Satish other exclusive suggestions on enhancing recruitment strategies. Are you currently facing problems in hiring the best talent? Get in touch with us! Out talent experts will assist you to build some of the best recruitment strategies and also bring you the best talent. For more information on our recruitment and talent consulting practices, do write to us at email@example.com