The Top Recruitment Methods Every Recruiter Should Use

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According to some research, each open vacancy will cost a company around $500 a day.

To ensure that you find qualified candidates to fill those open positions as soon as possible, you’ll need to have good recruitment methods in your process.

Each recruiter and team have different strategies that they use to hire applicants. However, there are some strategies that every company should be using, so keep reading to figure out which methods should be in your strategy.

Use Recruitment Agencies

While having internal recruiters can be great, recruitment agencies and contract recruiters can also augment and improve your recruiting and talent acquisition processes.

These agencies will manage the entire recruitment process for you. The cost of hiring agencies can be high, but it’ll be worth it in the end when you save on time and resources. 

However, you can also hire recruitment agencies to handle certain parts of the hiring process. For example, you could hire a contract recruiter to contact people you want to recruit. Once they’ve made contact, you can take over the rest of the hiring process on your own.

Hire Internally

Most recruiters think of recruiting as an external process, but you shouldn’t ignore the potential candidates within your company either.

Some reports suggest that at least 70% of positions are never externally posted because there was a suitable internal candidate to fill the position.

When you hire internally, you’ll find someone who you know is already a good fit for your company culture and understands how your company works. They’ll know what the expectations are, which means they’ll likely succeed in that role.

Recruiting internally will also show your employees that you’re dedicated to allowing them to grow in their careers. It also shows that you’re focused on growing your company and looking for new ways to help your employees.

When employees feel like they’re working at a company they have a future with, they’re more likely to stay, improving your retention rate.

Use Employee Referrals

While hiring internally can be a great way to find new candidates, sometimes there aren’t any great options suitable for the role. That doesn’t mean you can’t have good internal recruitment methods, though.

Employees can refer people in their network for an open position. This is an excellent strategy because it can empower employees to feel like they have a say in the organization and workforce. They’ll also be great at promoting your brand and convincing people to apply.

Every employer should be evaluating these referrals because 45% of referred employees stay at a company for at least four years. If you hire and onboard a candidate referred by an employee, they’ll already have a sense of camaraderie since they’ll already know someone at your company, which boosts company culture and retention.

However, if you have a candidate referred to you, that doesn’t mean that they’re actively in a job search right now. In that case, you can still ask a recruiting agency to reach out to them and turn them from a passive to an active candidate. This will ensure that you land that employee referral before another company takes them off the job market.

Post Good Job Descriptions

If you can’t find an internal hire, you’ll need to advertise a job posting on different job boards. However, how you write the posting and the board you post on could make a massive difference in your recruiting strategy.

For example, focus on which words you’re using in your job advertisement. If you use specific phrases, you may discourage different genders or races from applying. To help avoid that, you may want to use a tool or machine learning to write a job posting free of discriminatory language.

You also want to make sure that you keep your listing as short as possible, so that job seekers don’t lose focus. Instead of having a laundry list of things you think would be nice to have, include only the required experience. Narrowing down the expertise required will help widen your talent pool and get more applicants to apply.

You’ll also want to post on different job boards. There are many niche job boards to post ads for a specific industry. These niche job boards have an audience of specialized talent looking for the type of jobs you’ll post.

For example, if you’re looking for someone who works in finance, you should find a finance job board to post your ad on.

Advertise on Social Media

Advertising and promoting your employer brand is essential in any recruiting strategy. However, with the rise of social media, your recruiting strategy needs to include advertising on social media.

This strategy is sometimes known as social recruiting, and you’ll focus on targeting suitable candidates on social media to work for your company.

LinkedIn is the most popular social networking site for online recruiting, but some companies also do it on TikTok, Instagram, and Twitter. You may even want to use multiple social media sites for advertising your jobs, communicating with candidates, and increasing your talent pool.

Keep in mind that even if you’re advertising on different social media platforms, you should still view this as an extension of your employer brand. All of your content should feel consistent and have the same tone so that candidates can quickly identify your company.

Use Freelancers

Thanks to the Gig Economy, more and more people are quitting their 9 to 5 jobs in favor of a freelance role that allows them to make their hours and be their boss.

“With the rise of work from anywhere, hire from anywhere, and an easier interview process all done virtually, there’s no reason for employees not to be looking for a better opportunity,” said Evan Sohn, CEO of

Hiring freelancers is a relatively new recruitment strategy, but more and more hiring managers and recruiters are using it. Sometimes you need a temporary role to find someone who has specific skills.

For example, if you need a graphic designer for one project, you can hire a freelancer. There are many different platforms out there to hire a motivated freelancer. And, this will save you a lot of money and time in terms of hiring.

Hiring freelancers can also be a great addition to your talent pool. If you liked the work someone did as a freelancer, then you could hire them for a full-time position later on.

Know Where to Source Candidates

You’ll also need to know where to source top candidates to have a good talent pool to pull from when you need to hire.

You may want to source candidates from social media, job boards, networking events, or past candidates.

If you’re unsure where to find candidates, you can also find them using an AI tool that offers. This tool will find all kinds of talent for the position you’re recruiting for. The tool can then send emails to the ideal candidates to recruit them for that position.

Discover More Innovative Recruitment Methods

These are only a few of the most common recruitment methods, but there are more solutions that you may want to consider.

For example, if you find that your recruitment team needs a little bit of extra help, you might want to check out’s on-demand recruiting solution. This allows you to contract our recruiters monthly to scale your solutions up or down.

However, we have more recruiting solutions to augment your hiring process. Contact us today to figure out which option is best for your business.


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By Alyssa Harmon