In today’s competitive business environment, success depends on many factors, but most executives would agree that staffing is the most crucial piece to the puzzle. That’s why a smart recruitment strategy is essential to any organization.
Just a decade or two ago, HR recruiters relied on classified advertising to reach potential employees, but finding the best candidates now takes a combination of techniques. Here, we’ll discuss four of the top strategies HR recruiters can leverage for more successful outcomes.
Social Media Strategy
Social media recruiting is a great way to find new employees. Millions of business professionals use social media networks like Twitter, LinkedIn, Facebook and Google+ every day, and HR recruiters should, too. Try these social media recruiting strategies:
- Twitter hashtags: It’s important to use the right hashtag, so people searching for work in your industry will find your job listing. Be specific: use the geographic area and a short job title to stand out from other job listings.
- Leverage your Twitter network: Ask your network to re-tweet your post, for a much broader reach.
- LinkedIn Recruiter: This paid service offers suggestions of potential employees and access to job application activity.
- LinkedIn Groups: Joining groups can substantially expand your network, giving each of your posts the potential to be shared among a much wider audience.
- Facebook Graph Search: A fast, easy way to find individuals by job title, company name, or college or university. Facebook Graph Search will even distill down to areas of study and year of graduation.
- Facebook paid advertising: This is an effective way to promote a job listing with a highly targeted audience.
- Google+: Search Google+ to find potential candidates. Google+ profiles offer valuable information, such as Gmail addresses.
- Google+ Communities: Find people in your industry through Google+ Communities. Click on the “Members” link to access all members’ profiles.
Mobile Strategy
The world is moving to mobile. Millions of individuals get their news, buy products and connect with others through mobile devices. And increasingly, they use mobile to apply for jobs. It only makes sense that recruitment strategies should go mobile, too.
The goal of a mobile recruitment strategy is to make it easy for candidates to learn about your company and its culture, search job listings and apply for open positions through their smartphone or tablet.
A positive mobile experience can enhance your company’s brand and result in more applications, because you’re making it convenient for candidates to connect any time, from anywhere. And, it’s likely your ideal candidates will expect a mobile-friendly interface when researching your company and applying for a position.
Employee Referral Strategy
Word of mouth is still a powerful recruitment strategy with many benefits. Employee referral strategies leverage existing employees’ social and professional networks to provide a substantial pool of potential candidates. Referrals are often high-quality candidates, who tend to stay longer due to established social connections. In addition, referral programs can boost morale, decrease turnover and improve the bottom line.
Employees usually know exactly what skills are needed and the type of personalities that work best in the organization. Motivating them to help with the recruiting process can boost the organization’s reputation and build employee loyalty. Here are three important steps to follow:
- Incentivize: Cash bonuses are the most common form of reward for referrals. Whether it’s $100 or $1000, it should be fair to the employee – after all, they are spending their own time, while saving the company money.
- Communicate: Word of mouth doesn’t work if no one is aware of it. Make sure all employees know about the referral program and how it works. Follow-up is extremely important, as employees are less likely to refer additional candidates if they never hear the results of previous referrals.
- Measure: Set goals and create metrics to determine the success of the program. You might track number of referrals by year or per employee, as well as longevity and performance.
Work-Life Balance Strategy
Our fourth HR recruitment strategy has also been shown to improve morale: a strong work-life balance. Companies that promote a positive work-life balance have lower turnover and recruiting costs, and higher productivity from happier employees. Here are a few tactics to try:
- Give time off: Employees need time away from the job, but don’t typically get enough. Vacations give people a chance to rest, turn off “work mode” and come back rejuvenated. Paid sick time keeps everyone healthier by allowing workers to stay home when they’re not well.
- Support parents: Raising children while pursuing a career is tough. Employees with children who feel supported by their employers tend to be appreciative and more loyal. Options like on-site day care or job sharing can go a long way to relieving stress and allowing staffers to focus on their work.
- Offer flexible schedules: Employees with flexible schedules are more productive. Having time to run personal errands, pick kids up from school or attend college classes is highly valued. Similarly, workers who telecommute from home are also highly productive. Employers who offer this option will benefit with happier employees, lower turnover, higher productivity and a great reputation.
Try these four HR recruitment strategies and you just might experience more hiring success, along with better morale and a stronger bottom line!
