In a recent MRINetwork survey, 90% of recruiters reported that the current labor market is candidate-driven. Candidates are receiving more job offers and opportunities than ever before, making it much more difficult for HR teams to recruit and onboard top talent.
To hire top talent in 2019, HR teams need to adopt more modern recruitment strategies. Consider adding the following five recruitment techniques to your hiring strategies in the new year to adapt to job searchers’ expectations, drive interest in your opening, and engage potential employees—from their first interaction with your company to their first day on the job.
Most recruiters and employers report that it takes between three and six weeks to get candidates through the interview process and present an offer. But candidates are rarely willing to wait more than two weeks for an offer. When it takes longer than that, they either lose interest in the role and start pursuing other opportunities or decide to stay at their current jobs.
To hire the best people to fill open positions, HR teams need to find ways to shorten the hiring process. Consider these ideas for reducing the time between application and offer:
If you’re unable to shorten the hiring process, you should at least try to be very transparent about how long each step will take.
When people wait too long with no word from an employer, they often assume they didn’t get the job and start looking elsewhere. However, if you tell candidates up front that it will probably be two weeks before they hear back, they’ll be less like to give up and move on during a delay.
You probably already post your job openings on your company website and major job boards, but that may not be enough. Among all age groups, 69% of job seekers use Google search to look for jobs, and the numbers are even higher for Millennials (83%) and Gen-Xers (68%).
However, when candidates search Google for job-seeking terms, organic search results display below the prominent Job Search on Google results:
Getting your open positions to appear in Job Search on Google results makes it more likely that your job will be seen by prospective employees. But you can’t just submit a job post to Job Search on Google like you would a typical job board like Indeed. There are two ways to get your jobs to show up in Job Search for Google:
Both options have advantages and disadvantages. Using structured data markup is free—but complicated. Posting to partner job boards is simple—but you’ll have to pay for each posting.
Engaging and attracting passive job seekers is a crucial modern recruiting strategy. In fact, 51% of already-employed professionals admit that they’d switch jobs for the right opportunity. However, 65% of employers list difficulty finding passive talent as a barrier in the hiring process.
If you’re only posting to job boards, you’re missing an opportunity to attract passive job seekers. To attract passive job seekers, HR teams need to take a page from marketing’s playbook and adopt some of the best practices of recruitment marketing.
For a great example of recruitment marketing, take a look at GE. GE innovates in the home automation and industrial internet of things spaces, so its business model depends on hiring top technical talent. The problem: technology jobs are some of the hardest to fill.
To combat the issue, GE developed a recruiting marketing program. Initially, the program wasn’t given any budget, but that didn’t hamper its success. They used social media, content marketing, and other free outlets to reach college students and tech professionals:
This SlideShare presentation shows the training process GE went through with its existing employees to encourage employees to share their stories about working for the company.
But not all of the campaigns were free. With a marketing budget, GE was able to launch an ad campaign about Owen—a fictional GE new hire who struggled to get his friends to feel as excited as he was about his new job.
GE continued Owen’s story on Snapchat, Pinterest, and Twitter. The campaign increased visits to the careers section of GE’s website by 800%.
If you can collaborate with your company’s marketing team to come up with ideas for how to use marketing channels and campaigns to recruit new employees, you’ll have a better chance of reaching passive job seekers who are interested in a new job but not looking at job boards.
Most job descriptions follow a standard format. They start with a general description of the company. That’s followed by either a high-level description of the position or a list of expected job tasks. Finally, there’s a bulleted list of requirements and maybe a list of benefits.
The problem with this approach is that it’s too formulaic. It doesn’t give potential candidates any sense of the hiring manager’s personality or the company’s culture. It doesn’t explain why someone should want to come and work for the company. It’s me-focused, not you-focused—centered on what the company needs, not what it offers its employees.
“It’s too easy to assume job descriptions equal compelling content. They don’t.”
To get more applications from qualified applicants, HR teams need to overhaul their job descriptions to make them more engaging to today’s job seekers. Consider how much more engaging and personable the following job description is compared to the one above:
The first example is a pretty traditional job post. It clearly explains what the expectations are for the role, but it lacks any unique qualities. It’s boring. The exact same job description could be used by any company with a similar job opening.
On the other hand, the second job post tells a story. It really gets to the heart of the type of person the company is looking for. It’s engaging, unique, and compelling.
If you want to get more high-quality applications, work with your hiring managers to create job posts that look more like example two than example one. Tell more stories and rely less on bulleted lists. And make sure to include the top five pieces of information job seekers look for in job ads: salary, benefits, location, commute time, and employee reviews.
Some of this can be included in the job description itself, but it’s also fine to link from the job description to certain information on your company website. As an example, Zapier includes the following section on each of their posted jobs:
The links point to pages on Zapier’s website that go into more detail about the company’s culture and values. These pages have much more detail than what fits into a job post.
When filling any open position, you end up with several great candidates, but only one can get the job. So what about all of the people who didn’t make the final cut? They’re already engaged with your company and have shown interest in working for you. In short, they’re ideal candidates for future positions.
However, too often the call or email telling candidates that they didn’t get the job is the last interaction between the candidate and the company. But if you work to keep that candidate engaged, you may find that second-best candidates become ideal candidates for future openings.
Many modern HR tools like Lever and Final Stage help you stay engaged with former applicants and consider them for future job openings. With the help of technology, you don’t have to start from scratch every time you need to fill a new job. Instead, you can engage vetted candidates who have already expressed interest in working for your company.
HR teams who want to fill open roles with qualified and talented employees need to approach recruitment in the same way that sales and marketing teams find new customers. Today’s job seekers have high expectations. They’re less patient. They’re not trying to find a job—they’re looking for the perfect job.
Look for creative ways to show why your company is the perfect place to work. Take time to explain why your company is unique when writing job posts. Use the internet to expand your reach and attract passive job seekers. Make offers faster than other companies in your industry.
If you follow these modern recruiting techniques, you’ll not only attract better talent, but you’ll also get more yeses from your top-choice candidates.
HR teams use Spoke to manage their work and automate repetitive tasks. With the time they save with Spoke, they can instead focus on finding and onboarding top talent.
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