The new year has ushered in a new wave of hiring tactics for you to consider. Hiring managers, take note of the trends below and improve your recruiting strategies in 2019.
Similar to its marketing counterpart, inbound recruiting focuses on attracting, converting, and engaging candidates to build strong relationships. With inbound recruiting, you work on attracting qualified and interested candidates to your brand, rather than seeking out candidates. This long-term solution can be implemented alongside current hiring practices.
Employer branding is a trend companies simply can’t ignore. Today’s candidates have done their homework. They’ve spent time researching your company and learning about your reputation before applying to a role.
Hiring managers should be aware of how their company image is perceived by the public. A bad review may deter top talent from applying.
You can reinforce your company’s brand by highlighting its personality online and maintaining an active social media presence. Join online portals such as Glassdoor, and discover where your business stands in terms of salary, culture, and employee reviews. You can even encourage staff members to leave a positive comment on the page. Potential employees want to work for a company that appreciates its workforce, so it’s important to highlight the benefits of working for your business.
Candidate Experience and Management Relationships
Today’s applicants care about the candidate experience. An applicant’s deciding factor for choosing one company over another is sometimes based on their relationship with a recruiter or manager.
Hiring managers can always work on strengthening their relationships with current candidates to deliver a seamless experience. Candidates with this experience are more likely to accept a job offer and refer others to apply. Candidates who found their communication with the hiring manager was poor, are less likely to do so.
It can be difficult to deal with a talent shortage in house. Developing a talent database can help solve this problem. This database, which is developed over time, is filled with qualified candidates, including:
- Candidates who previously applied to roles.
- Candidates who were previously recruited in the past.
- Candidates who have been referred by employees.
- Candidates who came in second for previous open roles.
As a hiring manager, it’s a good idea to maintain relationships with previous applicants and candidates to keep your options open.
Social Recruiting Platforms
Social media channels are constantly discussed as options for attracting top talent, and it’s easy to see why. Twitter, Instagram, and LinkedIn are excellent places to find your next hire while gaining insight into a candidate’s personality beyond their professional skills.
Your business’s social media can help you find candidates. These networks extend beyond traditional job boards, providing limitless places to find, attract, and hire new staff.
Software and automation tools simplify the hiring process. Applicant tracking software (ATS) and recruiting platforms can offer a wealth of valuable data to help improve the hiring process and hire the right candidates.
We often say it’s all about who you know, and there’s a reason for this. Employee referrals are one of the best ways to source candidates. Research shows hiring a referral translates to the shortest onboarding process, resulting in fewer resources spent on training.
When a candidate is referred by one of your top employees, you can be sure that person can vouch for the applicant’s work ethic and skills. Someone on your team could introduce you to your next hire.