To help you and your team work towards this goal, we’ve put together a summary of our hiring strategies for 2023.
In 2023, if you want to engage and engage job seekers, you need to deliver a persuasive and cohesive candidate experience that makes the most of the technology at your disposal.
To help you and your team work towards this goal, we’ve put together a summary of our hiring strategies for 2023.
What is a recruitment strategy?
A recruitment strategy refers to any kind of plan that improves your hiring process to accomplish hiring goals, such as:
increasing job acceptance, reducing new employee turnover,
attracting more qualified candidates, simplifying the application process, and reducing candidate dropouts
A recruitment strategy can include a range of improvements, such as posting
information on certain recruitment sites, refreshing the candidate experience, simplifying your application process, and combining your recruitment software with new tools with applicant tracking systems
2023 Effective Hiring Strategies to Improve Hiring Success in 20
1. Define the quality
of recruitment, the holy grail of recruitment metrics often boils down to measuring how satisfied hiring managers are with the hiring process. Consider measuring your employees’ success over two years in four ways: retention, performance, potential, and promotion or compensation.
Once that gains respectable momentum, consider weaving the results into a narrative, like Netflix’s former CPO Patty McCord. What is her recruitment quality slogan? Hiring great talent is about identifying good matches. What’s yours?
2. Don’t scoff at social media hiring, which is a great way to expand your company’s talent pool.
Posting vacancies on social media, especially those with application links, is a great recruitment tool because even people who aren’t interested may know the right person and get the ad out.
Social media is also a great way to showcase snippets of your office, current employees, and workplace culture by posting information on a regular basis.
3. Provide rewards
for employee referrals In a balanced recruitment strategy, employee referrals should account for about 40% of your recruitment. The benefits of this are incredible – lowering the cost per employee, boosting employee morale, and giving employees an inside look at the positives and negatives of your culture.
ERP can be equally successful in your business for difficult and large numbers of roles. The trick is to market it and provide resources for management.
4. Write attractive job descriptions
When writing job descriptions, you should make sure they are direct and specific, and avoid jargon as much as possible.
Job titles should be free of buzzwords, and role summaries should be limited to a few short sentences.
Much of the job description should consist of an enumerated list that includes the ideal candidate’s hard and soft skills, previous experience, and key job responsibilities and responsibilities for the open position.
The job description should also include information about your company and its work culture, as well as key details about how to proceed with the job application.
5. Be creative in recruiting and sourcing
your brand to attract them, but how do you connect? In addition to using LinkedIn Recruiter (which is an amazing tool, right?). ), try to source in unique places.
Some innovative options include conference speaker lists, app stores (looking for the talent behind the technology), Amazon Book Review (looking for insightful reviewers), and Quora. What new options can you add to your recruitment strategy?
6. Prioritize internal hiring first If you haven’t already, make internal hiring a key part of your hiring
strategy. Are there people in your company who are interested in the role you are responsible for? Don’t underestimate the power of passion over experience.
Consider turning it into a rotation, and you may find that your internal candidates have two key advantages: they understand your culture and company, yet their alternative backgrounds give them a new perspective on deeper business challenges.
7. Hiring for cultural progress, not for acculturation
, and you’re drowning in a sea of unconscious bias. Think of the early days of Google, who hired themselves into an echo chamber of Stanford graduates. Instead, ask each employee how they contribute to the culture in a unique way, rather than perpetuating the “me too” mentality.
Again, just like the quality of recruitment, it’s important to determine in advance what your future culture will look like, rather than doing it by feelings.
8. Focus on your best current employees
to boast about your best talent on your company’s social media and career website – this is great for potential candidates because good work is appreciated.
But don’t stop there. Get these amazing employees to career fairs, college recruiting events, and any other community event visible to your company.
Want to get really creative? Learn from Deloitte’s practice by inviting your employees to create their own short videos about why they work for you. Talk about a real hiring strategy.
9. MobileYes
, making sure your career page and job application are mobile-friendly is a cliché hiring strategy. However, the use of text messages to streamline communication for candidates continues to expand.
In addition to being a friendly way to schedule and confirm assessments and interviews, chatbots allow you to do “text screening” instead of spending time on phone screening.
10. Build your employer brand Too many recruiters and companies view their employer brand
as a bland restatement of the business’s mission, vision, and values.
Remember that your employer brand is a dynamic relationship and your candidates are consumers. While videos, taglines, and color palettes are all great assets, what happens when rubber hits the road?
Be honest about your candidate experience. Because a communication mistake can get your brand a bad review on Glassdoor.com or Indeed. Not to mention, permanently alienating a candidate.
11. Monitor your online reviews: Keeping an eye on candidate and employee reviews
on the online forums mentioned above will provide you with a wealth of information about the authenticity of recruitment marketing. In my experience, one of the biggest challenges of this work is how to respond.
Talent acquisition professionals are notoriously overworked, and thoughtful responses to online rants may be beyond your reach. Look for a partner in your organization who can actively support employer branding efforts.
12. Put on your VR glasses with virtual reality
. Virtual reality (VR) can be used at a basic level for employer branding touchpoints, such as showing candidates your headquarters like General Mills. But it can also be used to provide your candidate with real insight into a highly technical role.
In order not to make this seem like this is cutting-edge, the British military began using VR recruitment technology in 2015.
13. Hang out where your candidate is
Passive candidates can be an elusive group of people who tend to be unresponsive to prompts on LinkedIn. The solution is to meet them where they live. Amazon’s posting of its AWS job on controversial dating site Tinder is an extreme example.
Here are some examples.
McDonald’s and Snapchat
are using the social platform to recruit Gen Z, who according to SnapChat, visit the app 20 times a day.
Goldman Sachs and Spotify
are advertising on music streaming apps linked to a career quiz to help candidates explore the niche of the company that best suits them.
14. Organize some recruitment happy hours to generate buzz by hosting regular recruitment happy hours
in your office for anyone interested in employment at your company.
Salesforce combined this strategy with their employee referral program with impressive success. The benefit of this approach is that recruiters have the opportunity to meet potential talent in a relaxed, fun environment.
15. Reducing candidate stress
Interviews are daunting, just like a first date. Do what you can to make the candidate feel at ease.
While you may not want to invite them to a drink, be honest with them from the beginning and understand who they are. For example, let them know how long the interview process will take, how long the whole process will take, and everyone they will meet along the way.
16. Do you scout in your ATS for great candidates who didn’t qualify for the previous role?
Keep them in mind so that you can find the right person in the future. When it comes to searching for specific skills and backgrounds, understand the capabilities of your ATS.
Let technology do the heavy lifting for you so you can free your hands to handle the high-touch aspects of your work. This recruitment strategy is effortless.
17. Train your ATS
Of course, you want the technology to screen resumes so you don’t have to do it. But remember that the choices you make will affect how technology works in the future.
Think twice before you apply your human bias to your trusty machine. Wondering how candidates prepare their resumes to beat bots? Please see our article on this topic.
18. Keep in touch
with previous employees: Some of your best candidates are likely to be former employees! When a talented person leaves your company, keep him in touch with you. When talented people leave your company, make sure you have a formal strategy to stay connected.
Stay in touch with them 30-60-90 days after they leave, and a year later. Send them a handwritten card. Take them for coffee. Are they happy? Is there a new role that would be ideal for them?
At Microsoft, about 15 percent of employees have worked there in the past and returned. Consider working with your analytics team to see where your numbers are and create a hiring strategy to improve them.
19. Ride the wind of the silver tsunami
to include your experienced workers in your hiring strategy. Ask high-performing employees to delay retirement – perhaps under slightly different conditions – and most importantly, establish some sort of mentoring program.
Pair your older high-potential talent with your young new hires. A two-way instruction/lesson plan may also increase engagement.
19. Cultivate a dream hiring pipeline
Red 5 Studios, an app developer, identified “100 Dream Prospects”, and then they spent many months researching, building relationships, evaluating, and selling them.
This innovative recruitment strategy allows them to find fully employed, top-potential stocks that would not have been successfully hired using traditional active sourcing methods. Most prospects are recommended by internal employees, which helps reduce the number of misfires.
20. ABR – Always
RecruitingAccording to (again) Patty McCord, it stands for Always Be Recruiting! This means that if a recruiter is a true business partner rather than a taker, they will motivate everyone in their organization to look for talent as well.
This big-picture view has fueled Netflix’s explosive growth and elevated the role of human resources. It also stimulates creativity and flexibility in recruitment practices. So, if you choose ABR, get ready for an exciting journey.
Well, that’s the end of my statement. It’s a fascinating time in the field of talent. If we work together to develop our recruitment strategies and practices, we can move away from the talent war and realize that this is not a battlefield, but a search for common ground.