Recruitment agencies are businesses that specialize in finding qualified job applicants for employers. Recruiters often work for large corporations or independently. They typically charge fees for their services, which vary depending on whether the candidate is hired or rejected. As technology advances, recruiting methods and tools evolve. Today’s recruiters use advanced software such as applicant tracking systems (ATS) and social media platforms to reach out to potential employees. These technologies allow them to conduct background checks, screen resumes, and even conduct virtual interviews.
What is a recruitment strategy?
A recruitment strategy is a plan of action to help you successfully identify and attract the best candidates for your job openings. Recruitment strategies include everything from the basics like posting jobs on online job boards to more advanced tactics, such as using recruitment services or offering employees referral bonuses.
You can implement recruitment strategies at every stage of the hiring process. For example, you can use them to find candidates during the interview process, conduct reference checks, and even evaluate potential hires once hired. Recruiting strategies can take many forms, and there are many different recruitment tools you can use. Some companies focus solely on attracting passive candidates, while others actively seek out active candidates. Others rely heavily on referrals, while others use social media to reach out to prospective employees.
What are modern recruitment techniques?
Modern recruitment techniques are new and evolving strategies that companies use to identify the best talents in a candidate pool to fill open positions. They are becoming increasingly important because of the changing nature of workforces and how people interact with each other, particularly within the digital space. As technology advances, it creates opportunities for businesses to look beyond traditional recruiting practices.
With technology constantly improving, there are different ways companies can leverage techniques and tools to help them find the best possible talents to fill open positions and communicate effectively throughout the entire hiring process.
Here are some examples of what recruiters can do with modern recruitment techniques:
Sort through resumes and cover letters
Determine whether an applicant is a cultural fit
Communicate with applicants about future job openings
Use social media to learn more about candidates
Identify candidate trends in real-time
9 game-changing recruitment techniques you should use
If you are looking to recruit top talent, there are some amazing ways to go about doing so. Here is a list of the best recruitment process methods.
Use social media to your advantage
Social media is a fantastic recruiting and retention tool. If you want to find great job candidates, you don’t just post a job ad online; you actively engage with candidates and encourage them to apply. This way, you can see what type of person best fits your needs, even if they are outside of your geographic area. You can also learn about their career goals, strengths and weaknesses, and how they interact with others.
By engaging with candidates via social media, you can build relationships with them and help them understand why they should work for your organization. People like to talk about themselves, and social media platforms offer a unique opportunity to do so without having to ask personal questions. When candidates feel comfortable enough to share information about themselves, they often reveal things they wouldn’t otherwise disclose.
In addition to helping you find great employees, social recruiting also gives you insights into the kinds of candidates you might miss out on if you don’t advertise your open position widely. If you’ve posted a job on LinkedIn or Twitter, chances are there are people within your network who could fill it. By promoting your openings on social networks, you can increase the number of quality candidates who respond to your ads.
Invest in applicant tracking systems
Applicant tracking systems are software systems used by employers to manage their recruiting efforts. They’re designed to collect application materials, organize applicants into groups, filter out unqualified candidates, and ultimately hire qualified people. Recruitment platforms like LinkedIn and Indeed offer ATS solutions that allow companies to streamline their recruitment processes and save money along the way.
Leverage AI systems
Artificial intelligence (AI) systems are becoming increasingly popular within businesses. They can help recruiters assess candidates and identify potential changes to your job descriptions. In addition, these tools can filter out the job applications you receive and help you scan your job postings and posts to help ensure your language is optimized.
These systems also allow you to communicate directly with applicants through chatbots, or automated chatting software, that uses machine learning to interpret natural language. These systems even offer additional features such as maintaining your scheduling or allowing you to ask questions through a questionnaire.
Send personality surveys
Online personality surveys are one way to find out what makes people tick. They allow you to learn about a job candidate’s interests, values, attitudes, beliefs, goals, motivations, and work habits. You can use these personality trait insights to make decisions about whether to hire them or not. These surveys don’t require much effort.
All you need is a good idea of what you want to know, some keywords, and maybe a few sample questions. Then, you simply have to type those into a tool like SurveyMonkey or Qualtrics. Once your survey is ready, you just have to send it to potential employees via email. Then you can analyze the data and see how well it matches with your expectations.
Use a talent pool database
Talent pools are great because they contain data about everyone who applies for jobs. You instantly have access to a wide variety of people who have relevant experience which can help you find someone who fits the role perfectly. As long as you have some sort of system and criteria, you can easily find potential hires.
If you want to make sure you don’t miss out on anything, try searching for keywords related to the job description. For example, if you’re looking for a marketing manager, use keywords like “marketing manager resume,” “marketing manager salary,” “job descriptions for marketing managers,” etc. Recruitment agencies have access to databases to optimize your recruiting process and allow you to focus on key areas of your business.
Launch an employee referral program
Employee referral programs are one of the most effective ways to attract and retain great talent. They don’t just help companies grow, they also help employees feel valued. In fact, according to research conducted by LinkedIn, nearly half of employees say they want to work somewhere where they feel appreciated and supported. To encourage your current employees to recommend candidates for open positions, consider implementing an employee referral program.
Develop a strong company culture
A traditional recruiting technique that you should invest in is developing and nurturing a positive brand image that people want to be part of. This includes spending time and resources on attracting great talent, but it also means investing in building a company culture that is attractive to prospective hires.
While company culture isn’t usually considered a recruiting technique, having a strong company identity can go a long way in pitching your company to potential candidates. If you’re a company with a good company culture already, then make sure to promote that fact across your recruitment strategy. If your company culture is lacking, then consider ways in which you can work with people within your organization to improve this key business element.
Update your interview process
Interviewing candidates is perhaps the best way to find out what makes someone tick and how well he or she fits into your organization. However, it’s also one of the least effective ways to do so. Most recruiters are guilty of relying heavily on interview questions that are standard across the board, regardless of industry. This leads to a lot of wasted time and energy for your company and creates a bad hiring experience for applicants.
Instead, think about the following questions to see whether you’re getting the whole story:
Do you spend enough time getting to know job candidates?
Are you asking the right questions to hire the best possible person for the job?
Do you personalize the interview questions for each role?
If you answered no to one of these questions, you might want to review your interview process.
Consider virtual reality
Virtual reality is an exciting prospect. Companies like Oculus Rift and Samsung Gear VR are making headsets that allow people to experience virtual worlds without having to wear goggles or gloves. These immersive experiences are changing how we interact with computers and each other.
Some industries have VR headsets designed specifically to engage candidates to a greater extent. Utilizing VR shows your company is innovative at the cutting edge of tech. In fact, many businesses are finding ways to incorporate VR into their recruiting strategies. One such company is Jet, which uses VR to give job applicants a taste of life at the company.
When it comes to recruiting, one of the best ways to sift through potential candidates is to hire a recruitment agency. Spartanium is an employment agency that specializes in finding qualified candidates for companies in the fields of insurance, legal, and accounting. We understand that most companies don’t have time to go through the entire recruiting process, interviewing hundreds of potential applicants, just to end up with a person with is not perfect for the job. That is why we take the guessing out of the equation.