5 Recruiting Hacks You Need to Know Now
According to the Recruiter Index, the job market is still very challenging, and recruiters are still busy. Some of the surveyed recruiters said they are working on filling an average of twenty-two positions each month.
Thankfully, we have the best hacks that automatically improve your recruitment process. Keep reading to discover what strategies can elevate your strategy.
1. Create a Good Job Description
The job posting is a good opportunity to draw in your ideal candidates. However, many recruiters don’t spend much time writing a good job description. Some of them might be a long laundry list of skills a candidate needs or the requirements they’ll be responsible for when they work in that job, and it can be hard for them to get excited enough for that position to apply for it. It can also make it difficult for the candidates to see themselves in that job.
A good recruiter knows how to write a job description that will let the candidate imagine themselves in that position so that they apply for it. You might want to try writing impactful job descriptions.
Instead of including just a list of tasks the new employee will have to do, write about what they will be in charge of and responsible for. This doesn’t have to be wrong, but it could be empowering and help them feel they could have some autonomy in the position.
You’ll also show them what they will learn when they start working at your company. What opportunities will you provide to help them grow in their career? How will they improve and help your company if they start at your position? What else will they be able to teach their coworkers?
When the job description is cast more positively, you might find that you have even more candidates applying for the position. If you aren’t sure what the positives of the job are, talk with the hiring manager.
2. Invest in Good Technology
Ninety-eight percent of Fortune 500 companies use some recruitment tools and software. Technology has become one thing that is setting businesses apart, and it’s no different in the recruiting sector. Technology and data are becoming more popular for giving companies a competitive edge when finding qualified candidates.
There are all kinds of recruiting technology solutions that you can choose from, but before you go out and buy them all, make sure that you analyze which ones would benefit your specific hiring process. For example, you may benefit from having an applicant tracking system (ATS) that has multiple functionalities and can be integrated with other technology solutions.
In addition, having a cloud-based candidate relationship management (CRM) can also help you keep everything organized and provide a positive candidate experience.
You may also want to use video technology like Zoom or Microsoft Teams to do remote interviews and make the hiring process much easier for candidates, hiring managers, and recruiters. You could also utilize artificial intelligence (AI) in some video interviews to analyze the candidate and try to predict if they’d be a good hire.
AI can also be useful for scheduling the interview process, answering candidates’ questions, or sourcing and screening candidates.
Some recruiters forget one of the most important parts of recruiting: connecting with candidates. While LinkedIn is important, recruiters should take advantage of other social media platforms and meet candidates where they are. For example, many professionals are now on TikTok or Twitter, and recruiters can find new talent by connecting on those platforms, while others are focused on LinkedIn.
You may want to try and take advantage of slower times to network and build your talent pools and relationships. For example, you might want to try reaching out to candidates at the end of the fiscal year or during the summer, when candidates are likely freer. And if you can, try to meet with them in person so you can build a stronger relationship.
When you have some free time, you should also try going to meetup or networking groups to make even more connections. You never know when one of these connections will benefit you later.
4. Make It Easy to Apply
Many applicants might not even make it into your recruiting funnel because it’s too challenging to apply for your open position. After you make candidates interested in your job description, you need to get them to use it as well, so you should make your application as simple as possible.
For example, if you have candidates upload their resumes, don’t ask them to fill out a form with all of their information from the resume. Many companies will have a simple form that makes it easy to apply, and a candidate will leave our application to find something else.
In addition to making the application easy to use, you need to make it easy to find. If you post it on LinkedIn, consider letting people use EasyApply or apply directly on LinkedIn. If you want them to apply from a form on your website, make sure it links directly to that form. It would be best if you had an open position section on your website so that people interested in working at your company can easily apply.
When candidates find the open position to apply, ensure the process can be done without having any glitches or problems. For example, consider if you need candidates to create an account for something to apply. If you don’t, get rid of it, and you may see the number of job candidates increase.
5. Know Where to Source Candidates
Sometimes the potential candidates won’t look for job openings, so you must go to them. However, with how much the recruiting space has changed, a referral program, recruitment marketing of your employer brand, and LinkedIn doesn’t work the same way they used to. The way you need to source quality candidates has changed as well.
While LinkedIn is a great place to start, there are also a few other places that you may not think to look. For example, you could go to the Quora website. This is where people ask questions, and then experts can reply. This will show you who is knowledgeable or talented in their field, and some people are also passionate about their specific topics. If you don’t have any luck on Quora, you might be able to check Reddit as well.
You can also check Amazon’s book reviews. Some people who are specialized in their field will leave detailed reviews on popular books, and you can often visit their profiles and reach out to them.
You can also try looking on the App store. Look for specific apps in the industry you’re sourcing for, and then see if there are people who are also reviewing those apps. You may be able to reach out to them as well.
When you use innovative sourcing strategies, you’ll have less competition and possibly more success than just messaging people on LinkedIn.
Discover More Recruiting Hacks
These are only a few of the standard recruitment hacks, but there are many other hacks and recruitment strategies that you can try.
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