If you recently joined the front lines of recruiting, you may have heard a few veterans discuss the ongoing talent war. The bad news is that it’s all true. The talent war is real, and companies that fail to present compelling cases to potential employees often lose ground to competitors with better recruiting strategies.
The good news is that regardless of your recruiting background, you can take advantage of modern tools to attract and retain top talent for your organization. Check out these powerful solutions and consider how they could help your recruiting efforts:
1. Workflow Automation
You can’t recruit anyone when you’re buried in busywork. Fortunately, you don’t have to waste time in the weeds if you don’t want to. Workflow automation software lets the machines handle the repetitive chores so you can spend more time refining your persuasive pitch.
Too busy to come up with unique emails to woo potential candidates? Workflow automation tools provide easy templates to slash your writing time in half. Frustrated by the constant back-and-forth conversations to schedule meetings? With workflow automation, you can quickly find a time that works for everyone.
For every point of friction in your recruiting process, workflow automation can help. Quit wasting time on tasks that take away from your recruiting efforts and invest in tools that allow you to focus on what you do best. Many workflow automation applications work with applicant tracking systems and this can make your work life even smoother.
2. Candidate Screening
Just as salespeople shouldn’t waste hours on prospects with limited budget, recruiters should not pursue candidates who don’t make sense for the company. Without the right screening tools, however, recruiters can’t recognize bad fits right away.
Boost your intuition by adopting candidate screening tools into your recruiting arsenal. Use technology to scan social media to determine whether candidates would fit your company’s culture. Rely on online application processes and behavioral assessments to weed out candidates who don’t fit the technical requirements.
Don’t sleep on former applicants as you recruit for new openings. Someone who didn’t quite fit the last opportunity might be the perfect match this time. A few tools now allow recruiters to retain and reevaluate past applications to leverage existing connections into fast hires.
3. Job Description Optimization
To land the most appealing catches, you need the most appealing bait. Software now lets you create more impactful job descriptions to speak directly to your preferred pool of candidates.
For example, new AI tools can help you remove some of the bias from your hiring process. Your job descriptions may accidentally speak more to women than men or reference social norms more prevalent in one race than others. More innocently, your job descriptions may simply attract too many people like those who already work for your company, preventing you from diversifying your knowledge base.
In addition to bias elimination, use software to keep your grammar sharp. Top candidates don’t care for companies with typo-ridden job ads. Free tools such as Grammarly can keep your posts proper as you attempt to woo the best of the best.
4. Social Media
Marketers know the power of social media to find and convert leads. Recruiters should use the same channels to identify, vet, and pitch potential candidates.
Use social media monitoring tools to keep an eye on the conversation around your brand. What do people say about your company? Do they say anything at all? If not, start developing social media-friendly content and share it across your company accounts to inspire some buzz.
Optimize your social media profiles to appeal to job seekers as well as customers. Put extra effort into LinkedIn and Glassdoor, where job seekers evaluate your company’s worthiness as a potential employer. Use SEO tools to identify important recruiting keywords, then use social media to earn more of that online real estate for your company.
5. Candidate Feedback
Every candidate who engages with your company leaves feeling positively or negatively about the experience. Use that data to create a better interview process and increase your appeal to top talent.
Recruiters who solicit candidate feedback gain access to valuable outside perspectives. You may view your rigorous interviews as tough yet fair, but if candidates consistently report feeling attacked, you may need to rethink your strategy.
Lean on survey tools and email automation to get candidate feedback immediately after interviews. Do the same for your online application. Keep questions short and provide opportunities for applicants to share written responses. People still under consideration for open roles may provide overly positive responses, so keep your data segmented to maintain accurate results.
No matter how great your recruiting tools may be, your company culture and compensation packages matter the most when it comes to landing top talent. Invest in happy employees and offer competitive wages first, then use these tools to transform interest in your brand into a happy new partnership.
New to Recruiting? 5 Tools to Make Your Life Easier
Source: HR.com Articles