5 Defining Recruitment Strategies for 2019
With more automation and data-driven decision making, recruiting is starting to be considered a strategic business function. As such, hiring managers and recruiters must constantly re-evaluate their strategies to ensure that they’re attracting and retaining the best possible talent.
Going into 2019, we continue to see a lot of conjecture about what the future of AI will do to the industry. But for you, right now, most of that functionality is still out of reach. As our tech gets more sophisticated and talent gets younger, here are 5 actionable recruiting strategies that you need to be aware of for 2019:
Your employer brand is a vital part of your recruiting effort. Many small and mid-sized companies think that they don’t have time or budget to invest in branding, and instead let public opinion form about what they’re like as an employer. However, you don’t need a team of dedicated marketers to have a good employer brand, you just need clear and intentional messaging.
Make it easy for candidates to read, hear, or see why you’re a great place to work. Pepper your social media with employee testimonials or pictures of events. Build out a careers page on your site that offers a clear value proposition to the talent market you’re after, and follow it up with videos that highlight your team. Most importantly, incentivize current and exiting employees to leave reviews for the company on Glassdoor and other employer-review sites- and monitor what they say. Address any issues quickly, and publicize your efforts to become an even better place to work.
Bottom line: Treat candidates with respect. Most of the time, when qualified candidates leave a hiring process, it’s because of how they were treated. One incredibly common (and easy to remedy) complaint is infrequent, poor, or a-total-lack-of communication.
We get it. It’s hard to follow up with every single candidate. But it’s also an essential task for recruiting in 2019. Candidates judge entire organizations based off of their experiences with the recruiting team. If you’re perceived as rude or unprofessional, then so is the company overall. Great candidates will jump ship if they decide that an organization is a bad cultural fit. Keep that from happening with a recruiting strategy that stresses frequent follow-up, respectful communication, and smooth processes.
It’s safe to say that 99% of your recruitment processes live online. Maybe 100% if you’re using Google Sheets instead of Excel. Technology has helped recruiters make better decisions by improving screening, cutting costs, enabling instant communication, and opening up a global talent market.
Everything you do online becomes a data point, and with the right tools and software, you can use that data to inform every step of the hiring process with marketing campaigns, screening questions, and data-driven decision making. Making recruitment decisions based on objective data rather than emotion will help eliminate bias and increase retention. Using metrics/assessments also sends a clear message about the importance of recruiting and its business impact on revenue goals and cost reductions.
Social Recruiting Teams
We just touched on the ways that new and expanding technologies can impact your recruitment processes, but it’s also important to mention how they impact your hiring team. Most importantly, social recruiting has become a bigger and bigger part of their daily function.
Go beyond just posting vacancies on your social accounts. Use social media to proactively find and nurture top talent- even when you aren’t hiring. Encourage your recruiting team to use their own accounts as much as possible, it creates a more authentic, human relationship with talent than a corporate account.
The best employees already have jobs. When you start a hiring process, the last thing you want to do is source a totally new talent pool. Instead, maintain an active pipeline of talent that you can leverage whenever you start to look for new employees.
Build relationships between your hiring team and individual candidates so that reaching out about interviews seems less like a solicitation and more like a tip from a friend. People in your pipeline are also already familiar with your brand and culture, so they’re less likely to churn in the first year than candidates that you find on national job boards.
In order to build a lasting recruitment strategy, you need to approach it like it’s sales or marketing. Define clear goals at the beginning of the year, and keep track of your progress throughout all of your hiring cycles and pipelining. As our technological options improve, so will our decision making, but until the recruiting process is fully automated, we will still need strategies like these to guide us in the next year.