Let’s talk about smart recruiting. Recruiting is not an exact science and there are plenty of variables to consider when scouring new employees but let’s be smart about it. There are tools and technology available to help you make the best decision – because that’s what it boils down to: the best hiring decision.
Here are a few recruitment tools for the smart HR professional and recruiter:
1. Email Templates.
For job seekers emails are still the preferred communication medium, which means this is a viable tool for the hiring team. company leaders want to make sure they offer consistent and on message communication with candidates. This doesn’t mean that you team shouldn’t ever deviate from the template, but empowering your hiring team to communicate faster and on message can go a long way.
2. Targeted Job Advertising.
There no shortage of job boards out there. You have the major players; Monster, CareerBuilder, GlassDoor, SimplyHired, Indeed and LinkedIn as well as tons of niche boards. The smart HR pro needs to know which job board targets the type of talent you need. With predictive analytics, you can have an estimate of the quantity and quality of candidates from each source – before you actually post the job opening. Be selective and strategic, the right people will find you.
3. Sourcing Analytics.
I know. I get it. Numbers suck. Most of us don’t like balancing our checkbooks let alone the efficiency of recruiting strategies. It doesn’t have to be a pain. For instance, Souring Analytics can do all the work for you, and by work, I mean calculating cost per hire, average applicant, average hire, open rates and average amount spent per applicant. You need to know how much you are spending where, and what the ROI is, if you want to be a smart HRO pro.
4. Candidate Assessments.
There is a lot of debate about candidate assessments. Some companies do not find them valuable however I think it depends on the assessment provider. You want assessments that can be customized to your best fit your business needs. Candidates don’t mind taking a short assessment test that is engaging and fun in order to qualify for a job. They will abandon the assessments if there are too many questions like the ACT or SAT. Find a nice assessment play that is flexible and customizable. This will help increase the quality of candidates which could affect retention rates as well.
5. Social Media.
Recruiting, Branding and Social Media are all connected, and must be used to help promote your culture and recruit talent. There are a lot of ways to practice social recruiting. You can start by sharing your culture and your job openings on Facebook and Twitter. Social media is an essential way to spread your employer branding throughout the world. Facebook, Twitter, Google Plus and Instagram are great ways to promote your culture, increasing the demand to work for you.
It’s easy to get comfortable recruiting the same ole way but the world is changing – competition is increasing. You owe it to yourself and to your company to always be striving for new, smart ways to bring in the best possible talent available, so try some of these great recruiting tips and as always – you’re welcome folks.
Chris Fields is an HR professional and leadership guy who also helps job seekers write great resumes and blogs. His work can be found at ResumeCrusade.com & CostofWork.com. Photo Credit Lachlan Doland flickr.