Navigating today’s job market requires more than just posting a job ad and waiting. With shifting candidate expectations and an evolving economic landscape, using the latest recruiting best practices is essential. It’s no longer about filling a role; it’s about finding the right fit who can significantly impact your company’s growth. This demands a strategic approach to stay ahead of the curve and build a team that thrives. You have to be creative, proactive, and empathetic, thinking long-term, building relationships, and seeing the potential in every interaction.
I know that in my role as SAP Professional Services, where I had to scale a huge team of top-end SAP consultants, creativity and being proactive were table stakes. I had to first define my organization structure (this was re-start, startup), create job descriptions that potential SAP Consultants would respond to and which the various SAP recruiters who I contracted would be able to understand. This was an enormous undertaking, and I appreciate the help and feedback from my boss, the various agencies I was using and the consultants I was hiring.
Throughout this post, we’ll discuss insightful data and useful tactics to transform your recruitment approach and make your company a magnet for top-tier talent.
Table Of Contents:
- Think Outside the Traditional: Recruiting Best Practices For Tapping into the Untapped Potential
- Leverage The Power of Relationships: Referral Programs and Boomerang Employees
- The Digital Landscape: Navigating Recruiting Best Practices for the Modern Job Seeker
- Conclusion
Think Outside the Traditional: Recruiting Best Practices For Tapping into the Untapped Potential
In a fiercely competitive talent market, traditional recruiting strategies often fall short. It’s time to think differently abour your recruitment process and start exploring the untapped talent pool, a goldmine of skilled and experienced individuals ready to make their mark. Research reveals this hidden workforce represents a surprising 14-17% of US workers.
However, traditional recruiting channels often overlook this hidden potential. Think about retirees looking to re-enter the workforce or individuals taking a career break. Consider neurodiverse individuals with suitable candidates or those with criminal records eager to contribute positively to society. These people crave opportunities, possess a wealth of experience, and are passionate about bringing value to the table.
Yet, companies frequently overlook these candidates in their hiring process and instead favor of those who fit a conventional mold. Embracing the hidden workforce isn’t just about corporate social responsibility; it’s good for business. It will make your hiring process much more productive. This is especially true with a staggering 77% of companies facing ongoing difficulty filling roles, as noted in the Harvard Business School report. Tapping into this underrepresented talent pool provides several benefits:
- Reduced competition: With less competition for talent in the hidden workforce, you increase your chances of finding exceptional candidates.
- Diverse perspectives and experiences: Embracing diversity in the workplace brings fresh ideas and innovative approaches. This helps your company stay agile and adaptable in a constantly changing world.
- Loyal and motivated workforce: Offering opportunities to overlooked groups often translates into increased employee loyalty and motivation. This contributes to a more engaged and productive work environment.
Embrace Skills-Based Hiring and Inclusive Language: A Critical Recruiting Best Practice for Diversity
Switching to skills-based hiring and using inclusive language in your job ads is crucial to unlock the hidden workforce’s potential successfully. Traditional job descriptions often deter valuable candidates, with barriers such as specific degree requirements. An overemphasis on previous industry experience can also be detrimental to attracting a diverse workforce. What matters more is a candidate’s potential and ability to learn, adapt, and deliver results.
Consider ditching outdated hiring criteria and focusing on the actual skills a candidate possesses instead. A compelling example is blind orchestra auditions, proving the effectiveness of a skill-based approach. This focus on skills allows candidates to highlight their abilities regardless of their background, past work history, or qualifications. You’ll cast a wider net with your recruitment process and discover individuals eager to upskill and embrace new challenges.
Additionally, ensure your job descriptions utilize inclusive language. For example:
| Traditional (Not Ideal) | Inclusive (Better Option) |
|---|---|
| “Seeking a recent graduate with a minimum of five years of marketing experience.” | “Looking for an enthusiastic marketer with a demonstrated track record of implementing successful digital marketing campaigns” |
Leverage The Power of Relationships: Referral Programs and Boomerang Employees
Harnessing existing relationships through strategic referral programs and re-engaging with former employees (often called “boomerang employees”) is a great way to tap into pre-vetted talent. No one understands your company culture quite like those who have already been a part of it. They have valuable first-hand experience. Let’s delve into why referral programs and welcoming back former employees are two of the most effective recruitment practices you should be implementing today:
Referral Programs: Unlocking Employee Networks for Successful Hiring
Imagine your sales hiring process becoming more streamlined and effective because current employees recommend their network’s best. An employee referral program is a proven and effective recruitment strategy that can achieve precisely that. Referrals cut through the noise of generic applications and connect you with pre-vetted candidates who come highly recommended.
A well-structured referral program brings significant benefits to your recruiting process. Data highlights an impressive 62% of organizations using this strategy have significantly reduced their average time-to-fill, ensuring vacant roles don’t remain empty for too long. If you want your referral program to succeed in delivering qualified candidates, here are a few key things to do right:
- Easy and Transparent Process: This could involve using an applicant tracking system (ATS) to simplify referral submissions. It can also include providing regular updates about the status of referred candidates to both the referee and the referrer.
- Meaningful Incentives: Research proves the effectiveness of using cash bonuses tied to a successful hire. Offering various rewards beyond financial incentives is also beneficial, aligning with what matters to your employees. This can be extra vacation days or early dismissal on Fridays throughout the summer months. Consider surveying your team to gauge their preferences, demonstrating that you value their opinions and input.
- Recruitment Software: Using advanced recruiting software, like the visual job and candidate finder provided by Mapertunity, can not only help you find candidates, it can help find former employers who currently reside close to your location. Location can powerfully influencer your attractiveness as employer.
Boomerang Employees: The Undervalued Asset
Don’t underestimate the value of individuals who were once part of your team. The pandemic dramatically reshaped our relationship with work, and UKG’s data reveals nearly 20% of those who resigned have since boomeranged to their former employers.
Rehiring former employees brings many advantages. Not only are they already familiar with your work culture, but they’ll require less ramp-up time than someone new to your company. This familiarity saves you significant time, effort, and resources, often at a premium for most businesses. This is an aspect your hiring managers should keep in mind when considering whether or not to hire a former employee.
Speaking of Ramp-Up Time reduction. Did you know the USAF (United States Air Force), is currently seeking retirees to voluntarily return to service (called the VRRAD program). Why? Because they invested heavily in training their service members, and ex-service members can often be productive on day-one. Perhaps your ex’ employees could do the same for your business. One of your recruitment strategy best practices must be to ask the hiring manager for names of former employees he would like to see back on the line.
Boomerang employees also return with a fresh perspective. Their outside experience and newly acquired skills can benefit your company in unexpected ways. Consider making it part of your recruiting best practices to foster ongoing relationships with past employees, treating them like valued alumni. A positive and welcoming attitude makes all the difference when enticing former employees to reconsider a return. This can take different forms such as:
- Creating a dedicated alumni network (online or offline) where former employees feel welcome to reconnect, network, and learn about new job openings within your company.
- Investing in an effective offboarding process that ends relationships positively, leaving the door open for future opportunities.
- Consider past employees as passive candidates, who you just need to present a new story to win them over.
The Digital Landscape: Navigating Recruiting Best Practices for the Modern Job Seeker
Modern-day job seekers live digitally, consuming content online. Gone are the days of posting a job ad and passively waiting for applications. If you don’t optimize your digital footprint, you risk losing quality candidates to savvier competitors. That means investing in a strong employer brand that resonates with your target demographic and making strategic use of available tech, such as mapertunity recruiting software, is non-negotiable. Below are a few ways you can maximize today’s most effective digital channels for better recruiting.
Prioritize The Digital Candidate Experience
The candidate journey begins online long before any interviews. You need to nail that crucial first digital impression. In the modern age of tech, efficient remote recruiting best practices are crucial for any savvy business. That’s where optimizing your digital touchpoints becomes critical. Ensure your company’s careers page offers a seamless and user-friendly experience on mobile and desktop devices. Make sure it also reflects your employer brand. Job postings need to be concise, visually appealing, and easy to understand, telling potential candidates precisely what they can expect from you.
Consider incorporating visuals like videos, photos, and infographics. Stats reveal job posts incorporating video content benefit from a 34% higher application rate than text-only job ads.
But an effective digital candidate experience extends beyond crafting an appealing careers page. It’s also about utilizing an applicant tracking system that helps streamline and personalize the hiring process. While many ATS tools allow automated email sequences, a personalized, human-centric approach remains critical. Instead of relying on generic email blasts, personalize communication touchpoints, answer candidate questions, offer updates throughout the process, and let them know what to expect. Studies highlight this candidate-first focus leads to better-qualified applicants and builds goodwill, making candidates feel heard and respected.
Employer Branding
These days, a positive employer brand is non-negotiable because job seekers have a plethora of resources available to thoroughly vet prospective companies. Glassdoor, company social media accounts, and personal referrals influence a candidate’s perception. It’s not surprising then, that a strong reputation consistently ranks as a top criterion for over 60% of job seekers.
Cultivating an employer brand that authentically reflects your company values goes far beyond flashy perks or cool office spaces. Focus on transparency. Highlight:
- Employee stories: Instead of generic slogans, use real employee experiences to showcase your culture. You can do this by creating video testimonials, blog posts written by team members, or employee spotlights on social media.
- Diversity, Equity, and Inclusion: Openly sharing your DEI efforts signals your company’s commitment to fostering a culture where every voice is valued and respected. Don’t underestimate the power of actions over words.
- Community Engagement Efforts: Showcase how your organization contributes to making the world better through charitable work or volunteering initiatives. This further emphasizes your positive values.
Conclusion
In a dynamically evolving job market, your company needs to leverage recruiting best practices and tools to attract talent that fuels lasting success. From the strategic utilization of social media to cultivating a robust employer brand, the secret to creating a robust pipeline lies in connection, empathy, and a candidate-first approach.
Advanced Recruiting Strategies
Remember, recruiting isn’t simply about filling an empty desk; it’s about discovering a future team member that embodies your organization’s vision and goals. Implementing thoughtful recruiting best practices in today’s business world will be the key differentiator that enables you to hire a stellar workforce. This drives innovation, growth, and, ultimately, sets the stage for ongoing success.
