Human resource departments play a crucial role in the success of companies.
One of their most important roles is to identify suitable candidates to fill positions when they fall vacant.
Rigid and outdated recruitment strategies are the biggest cause of longer hiring periods and ineffective recruitment processes. As a result, many companies end up hiring the wrong people.
In this article, we will look at some of the measures HR departments can take to make their recruitment strategy more effective.
1. Show that Your Company is an Ideal Place to Work
Employer branding is an essential aspect of modern-day recruiting. In the search for suitable candidates, HR teams should be bold in showing applicants why working in their company is great.
Have a resource page where applicants can get details about the position and learn more about your organization. The goal is to make your entity as appealing as possible. This is especially important when you are looking for a high-level employee for a hard to fill position.
Recruiting the best candidates can mean the difference between success and failure. However, no candidate will be willing to leave a position at a good company for one that's filled with uncertainty.
You must, therefore, instill confidence in your candidates that working for you is the right move
2. Broaden The Job Requirements
Companies can, at times, be too specific with the requirements when advertising job opportunities. Whereas it is good to have a clear picture of what you are looking for in an ideal candidates, too many specifications can scare off suitable candidates.
Assess the list of requirements you have for that position and identify the ones you can broaden.
For instance, jobs in the IT field require technical skills. Many IT experts are self-taught. Instead of citing official certification as a must-have, ask applicants to demonstrate their abilities.
Another factor that scares off applicants is specifying the years of experience needed. Suppose a job posting for a managerial position asks for five years of experience is seen by two potential employees.
One has successfully managed a company with twenty employees for three years. The second has managed only four employees but for a duration of five years.
Based on the number of years specified, the first candidate will shy away from applying though they may be better qualified.
Instead of emphasizing the number of years, ask for proven leadership qualities. This way, both candidates will apply, and you will have a wider pool to choose from.
3. Capitalize on Modern Techniques
Approximately 79% of job seekers use social media to search for opportunities, but not many companies take social media seriously as a recruitment tool. This, in turn, locks out millions of suitable candidates from applying.
Companies should, therefore, diversify their recruitment channels. In addition to social media, most job seekers use job aggregator platforms to see job listings. Being visible on such platforms can ensure that you reach many qualified candidates.
If you are worried about the time required to sift through numerous applications, consider utilizing artificial intelligence. Today, you can access AI solutions designed to streamline, hasten, and make recruitment processes more efficient.
Simply put, such software can review a lot of applications in a short time and are better at matching an applicant’s qualifications with the job requirements.
Why You Should Shorten Your Application Process
A long online application process can be tedious and discourage candidates from applying.
Do not ask for information you can access in the resume they will submit. Instead, only ask a few questions relevant to the job. The whole process should not last more than five minutes.
Always bear in mind that you have to sell the company as much as applicants need to sell their qualities for the recruitment process to be successful.