7 Tips for Standing Out as a Recruiter

That's not a valid work email account. Please enter your work email (e.g. you@yourcompany.com)
Please enter your work email
(e.g. you@yourcompany.com)

If your company can’t recruit top talent, it isn’t going anywhere. In the wake of The Great Resignation, recruiting has become more challenging, leading to recruiters scrambling to keep up. It’s a full-blown competition out there, and your company needs to learn to win to keep the wheels rolling in the employment market.

This article will describe the best ways your company’s recruiters can stand out to candidates. While finding solid employees may be more challenging than ever, that doesn’t mean your company has to draw the short straws for finding talent. So let’s learn to be your potential candidates’ dream job, and set your firm up for success.

1. Keep Current Employees Happy

Before you think about bringing in fresh blood, it’s essential to keep your own house in order. In an era where workers demand greater transparency, employer review platforms like Glassdoor are exploding in popularity. Before applying for a position,86% of job seekers  check reviews by a company’s former employers. If they see unhappy employees, that’s terrible news for your company’s recruiters.

If your current employers are happy, your company will create a positive, worker-friendly reputation necessary to recruit and retain the best talent. As a result, recruiting will be a breeze, and employees may even refer their gifted friends to your firm.

2. Show Off Employee Happiness

Following up on the last point, don’t be afraid to advertise how happy current employees are at your firm. Feature employee testimonials on your website’s careers page, social media, your job listings, and wherever else is appropriate. When posting a new job listing, ask your employees to share those opportunities on social media and discuss why they love your company.

3. Make Offers Quickly

Waiting for offers is a dreadful experience for workers who are used to long hiring processes. As they wait for responses, they’re likely interviewing with multiple firms. You’ll come out ahead in the race for top talent if you act quickly. A quick response will leave a great impression on the worker, making them more likely to hire with your firm.

More than anything else, it will show that you value them. Often your position will be something that candidates have spent years preparing for. Making a quick offer shows them you don’t take them for granted.

4. Write In-Depth Job Descriptions

Job descriptions are often a candidate’s first impression of your company. Here they’ll read about the position and what it entails – the usual stuff. However, this is an excellent opportunity to discuss what makes your company stand out. Don’t be afraid to discuss company culture, benefits, and what your potential candidates will gain from working for you.

5. Follow-Up With Lost Candidates

If you ever interviewed a qualified candidate that never ended up working for you, that doesn’t mean they’re lost forever. Keep in touch with them through email and LinkedIn, and you’ll be ready to pounce if another opportunity for them arises in your firm.

The logic is simple: if an applicant declines your offer, one day, they might decide that you’re a good fit after all. On the other hand, an applicant you denied may be a good fit for another future position. Maintaining an email list of lost candidates is easy and extremely valuable.

As a bonus, following up with applicants is a great way to improve your recruitment process with feedback surveys. You can include surveys with your follow-ups and ask lost candidates how you might improve your recruitment process.

Gaetano DiNardi, VP of Growth at Aura, recommends: “When creating a survey regarding recruitment, it’s crucial to explore your desired objective. Are you hoping to see how your marketing projects your brand? Or are you hoping to learn better to optimize your outreach to recruits? Once you’ve outlined an objective, you can begin to look at a methodology that fits your desired result.”

6. Host an Open House

Open houses are a great way to make an unforgettable impression on candidates. You’re welcome to leave them open for all applicants or make them invite-only. Either way, having candidates walk through your company’s doors and receive a ground-floor perspective of your company will leave a lasting impression on them.

Are you looking to hire for a remote position? No problem – you can still make it work. Host a virtual event to allow candidates to learn more about your organization and talk with your team.

7. Offer Salaries Upfront

Listing salaries as “competitive” has become a cliche among job applicants worldwide. We’ve seen a growing chorus of workers demand that companies list their salaries upfront when posting jobs in recent years. Responding to those demands, the City of New York made it mandatory  for firms to disclose salaries in job advertisements.

If your company is willing to disclose salary information upfront, they can make massive headway towards standing out to talent and fostering a good-faith environment.

Final Words

Every principle discussed here ultimately contributes to fostering a happy, good-faith work culture at your company. It is more important than anything else to keep employees happy if you want to stand out from the competition. If prospective talent sees that your company creates an internally attractive atmosphere, every aspect of your recruiting process will become easier.

Think about it: Google is famous for its incredible work culture , where work is made fun of at every opportunity. With an atmosphere like that, recruiters have access to more raw talent than they can shake a stick at. You may not be a FAANG (Facebook, Apple, Amazon, Netflix, Google) company, but that doesn’t mean you can’t create a great work environment that will leave a lasting impression on talent.

The key to stand-out recruitment? A stand-out company.

Samuel Szuchan is the founder of SamSzu.com.


Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.

By Samuel Szuchan