How are recruitment teams adapting to the dynamic talent marketplace by creating strong candidate pipelines? We have compiled the findings of several research studies to learn more about how talented teams in 2022 responded to recruiting obstacles. Is your company using any proactive strategies to attract and entice the cream of the crop to fill out an application?
Here are the five recruiting strategies that, if implemented, might significantly influence your recruitment performance.
1. Employee referrals
According to the TA Team analysis, employee recommendations are the most effective talent recruitment strategy (61%). One-third of businesses do not already use recommendations but hope to do so within the following year.
Having a tailored, engaging, and authentic candidate experience ready to go as those recommendations come in is crucial.
2. Employer branding
Twenty-two percent of people surveyed identified difficulties with the employer brand. It makes logical that this is the case, as this important aspect of the recruiting process is typically the shared duty of two divisions (Marketing and HR or TA), leading to overlapping responsibilities and potential for conflict. But if you take the time to define and strengthen your company’s employer brand, you may position yourself as a top choice among prospective employees.
The design of your career site is only one aspect of your employer’s brand. Diversity in content, user-friendliness of application processes, and openness of communication across all platforms are part of the applicant experience. It’s crucial since 86% of passive applicants check out a company’s brand before applying for a job.
Your reputation as an employer is your brand. Better results will be achieved if you take the time to understand the expectations of modern job seekers and work to meet them.
3. Marketing campaigns for hiring
37% of those surveyed said recruitment marketing initiatives were crucial for engaging and attracting talent. All sorts of marketing initiatives, such as those aimed at alumni, referrals, and “silver medalists,” are included in these efforts. In this age of competitive talent acquisition, the key to a successful recruitment marketing campaign is a multi-pronged approach that uses various digital mediums (email, social media, targeted advertisements, webinars, podcast episodes, and automated campaign processes).
The effectiveness of a recruitment marketing strategy relies on a wide variety of touchpoints with candidates and on precise, genuine communications. The plan is to get to know the applicant well so that when the proper job comes up, you already have a connection in place.
4. Employee-generated material and live Q&A sessions
Over the past two years, businesses have learned to innovate quickly to compete for and keep top people. If you want to be ahead of the competition in the recruiting game, you need to think outside the box. The best firms constantly look for creative, genuine approaches to bringing together job seekers and employers.
Access to live Q&A sessions with recruiters, live to chat with workers, pre-recorded video comments from employees, and more should all be made available to prospects. While still relatively new, these platforms allow job seekers to pose tailored inquiries about the organization and position.
In order to attract the most qualified candidates, companies should encourage their current staff to share honest, first-person accounts of working at the company. Candidates in today’s market have their pick of employers, so they want to be sure they’re getting the whole story before signing on the dotted line.
When incorporating employee-generated content technology into the recruiting process, respondents to the survey reported an increase from 12% to 27% in the proportion of recruiters who reported being “extremely happy” with the quality of applicants. The percentage of happy hiring managers increased to 37%.
5. Campaigns for internal mobility
In order to foster a culture of internal mobility, it is best practice to notify staff first when a position is up. This not only lets workers know they are being considered for advancement prospects, but it also helps keep them around. Another company will gladly take advantage of your employees if you don’t!
Pew Research Center and Wharton determined that a lack of opportunity for employees to improve their careers was a major factor in the mass exodus of workers known as “The Great Resignation.” While the 36% of respondents that use internal databases to fill jobs is a step in the right direction, employers won’t reach their full potential unless they implement a systematic internal mobility program to encourage self-selected upward and lateral movement inside the company.