• Create and Optimize Job Descriptions

A job description is one of the first points of contact between a prospective employee and your organisation. Ensure that your job descriptions accurately reflect your brand and the position for which you are hiring. For instance, you should be explicit about the specific responsibilities and requirements, and use brand-specific language that gives the applicant a sense of your company’s culture. Explain what you require from them and what you can offer in exchange. A well-written job description will assist in eliminating unqualified candidates, leaving you with a more focused pool of resumes to evaluate.

A well-written job description will assist in eliminating unqualified candidates, leaving you with a more focused pool of resumes to evaluate.

  • Identify and Attract Passive Candidates

Not everyone who is qualified for a position is actively looking for one. According to a LinkedIn survey, 74 percent of workers chose to stay in their existing roles because of being in a comfort zone.  The major grounds for caution have increased during the pandemic with steady incomes and stable finances. However, passive individuals may be eager to leave their existing jobs for the proper chance. That’s why you need to get in touch. To find people who aren’t actively seeking work, you can use tools like social networking, hiring software, and word-of-mouth recommendations from current employees.

  • Using Social Media to your advantage

Once you have a job description, the next step is to advertise the position and recruit candidates. Post it in numerous places, including your careers page, job boards, job fairs, and social media. Post it in multiple locations such as your careers page, job boards, job fairs, and social media. It’s possible that using a job board is effective for your company, but you can choose to go further.  After all, your ideal applicant could not even be seeking a new job, so they won’t see the ad you submitted. For hard-to-reach prospects, social media is a gold mine. More than a third of Instagram and Twitter users in the US follow brands and companies via these networks. This kind of exposure puts conventional methods of hiring in the shade.

  • Employer Branding and Recruitment

Nearly 30% of all new hires leave their employment within the first three months. This demonstrates a discrepancy between how applicants envision these companies and how they actually operate. You probably don’t have a globally recognized brand unless you’re a multinational firm with extensive media coverage. Therefore, it is your responsibility to inform potential employees about the mission and values of your organization. Promote your brand across as many platforms as possible, highlighting your work and the values of your organization. This will increase your chances of not only attracting top talent but also keeping them.

  • Employee Referral Programs

Most businesses discover that employees who were hired through a referral scheme outperform those who were not. They are also more inclined to recommend potential employees to higher-ups. Motivate current employees to bring in new talent by offering them financial incentives for each reference that is hired. This act of gratitude will have far-reaching effects, reducing not only the time-to-hire but also the cost-to-hire as well as increasing the quality of hire.

  • Diversity, and Inclusion

Your organisation will gain an advantage in problem-solving, idea generation, and customer relations if you hire from a pool of applicants that is more representative of the population at large. Forty percent of recruiters report that potential hires have declined an interview or job offer owing to the company’s lack of diversity. This is in addition to the fact that businesses with robust DEI policies outperform their less inclusive competitors.

  • Allowing for Remote Work and Flexibility to Recruit Top Talent

Remote work efforts, once considered revolutionary, are now expected by many workers. According to a recent poll conducted by McKinsey, 30% of respondents indicated that they would likely seek employment elsewhere if required to return to full-time onsite work. Furthermore, a Jobvite survey found that 60% of recruiters fear they will lose quality personnel if they do not offer remote working. The same survey also found that after the epidemic, most companies will continue to provide more parental leave policies. The point is undeniable. Remote and flexible work arrangements are an attractive perk that can help you hire and keep top talent.

  • Remote and flexible work arrangements

Employee needs differ from person to person.  One company’s incentive may be a payed holiday, free stays at nice hotels, while another’s may be the payment of your tuition to a prestigious university. There is also a growing emphasis on training and education, as evidenced by the fact that 87% of workers seek defined career routes. Both retirement plans and signing incentives will always be desirable. However, in the current job environment, unconventional approaches may be necessary. It will help you attract and retain a higher quality workforce and give you an edge over the competition.

  • Building a strong company culture

Company culture refers to not only what a company does, but also how it does it. Workers who share the same values as their employers tend to be more satisfied in their jobs. It stands to reason that a company with a strong emphasis on its culture will attract a more diverse pool of applicants. Maintaining a flexible mindset is another sign of a strong organisational culture. Furthermore, the past 18 months have highlighted the significance of adaptability more than ever before.

  • Using a Hiring Solution

The best platforms have built-in tools to expedite and streamline applicant communication through automated messaging. In light of the fact that most job seekers want text messaging to play a role in the recruitment process, it’s possible that adopting hiring software will offer you the edge you need. Ranking, rating and tracking candidates will simplify the recruiting process by facilitating open dialogue and facilitating consensus. Additionally, customized reports will bring to light any inefficiencies in your recruitment process and provide actionable takeaways for further improving your recruitment process.