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The Secret Strategies of Top Recruiters

There are some things we recruiters just can’t have enough of. Like, Perfect candidates for the company,  as many LinkedIn connections as we can have, Or what about new ideas for recruitment methods to fix the leaking recruitment funnel. As we all know, finding the best candidates has never been as tough as it is today.

Needless to say, it can be quite a challenge to figure out which recruitment methods fit your company’s bill, let alone stay up to date on emerging ones.

Luckily, there are plenty of great examples out there to help you get inspired. In this article, I have selected 10 simple but most valued recruitment strategies:

1. Use Data
A modern recruitment strategy always needs to make use of data.
You need to know what’s happening in your recruitment funnel, so you should not only collect data but also analyze and visualize it in a manner that helps your Talent Acquisition Team (TA team) make quick, data-informed decisions.

2. Employer Review Sites
Sites like LinkedIn should be a part of every company’s recruitment strategy. We live in an era where pretty much everything gets liked or disliked online; employers included.

Many 21st-century job seekers spend a lot of time researching the companies that they might apply to online. So, as a recruiter, you might simply want to go to LinkedIn and state where your company’s pain points lie. Of course, if you find a flaw here and there, now is the time to straighten things out.

3. Extraordinary Job Advertisement
The words you use and the way you phrase things in your advertisement can put off entire groups of the candidate population.
To avoid such a thing and to keep your candidate pool as large as possible – you can use any good writing tool.
I personally use Grammarly. You may use other Grammarly Alternatives That are completely free like Pro Writing, Aid JetPack, Language Tool, etc.

4. Programmatic Advertising
This definitely is something that you should use for your online recruiting. Recruiting on niche sites where your target candidates spend most of their time, however, can be pretty innovative. Like when Amazon posts job adverts on Tinder, or when any celebrity uses Spotify.

5. Video Interviewing
This one is pretty self-explanatory. Using video technology can be a great option when you’ve got candidates that live abroad; it saves both them and you heaps of time – and money – and you can still benefit from a much larger candidate pool. Post-Covid, video interviews have become even more acceptable as the norm.

6. Benefit from the Gig Economy
This is a recruitment strategy that is quickly becoming more popular. Sometimes you need to hire someone with specific skills – let’s say a graphic designer – and you need them ASAP. But actually, you just need them for a couple of high-priority projects that need to be finished at short notice.

So why not hire a freelancer to do the job?

Just use one of the many freelance platforms out there and hire a motivated freelancer. It will save you a lot of time and money since you won’t have to go through the usual recruitment process. Besides, working with freelancers gives you the chance to see how good they are and how well they work with the rest of the team. If you like what you see, you know who to hire next time you’re looking for a full-time employee!

7. Passive Candidates
Passive candidates have long been a bit of a hidden treasure. In the pre-social media era, it was almost impossible to get in touch with these talented workers who aren’t looking to change jobs. The arrival of social networks has been a real game-changer here.
Now, recruiters can reach out to anyone – passive candidates included. They can engage with these candidates and build a relationship. Even if the passive candidate isn’t interested right now, a connection has been made via social media. As a result, your company will probably be the first one that comes to mind when he or she eventually does want a career change.

8. Employee Referrals
When it comes to recruitment methods, employee referrals are among the most effective ones. Referred new hires are usually more engaged, more productive, and less likely to leave.

9. Texting
As such, texting is a great way to:

  • Check-in with candidates.
  • Schedule (and confirm) assessments & interviews.
  • Engage with applicants during the recruitment process.

10. Social Media
If you don’t use social media yet as a part of your online recruiting efforts, it’s time to get started. Particularly, younger generations of job seekers generally use some social channel when they’re looking for a job.

The possibilities of social media are endless and now go far beyond the big four (Facebook, Twitter, Instagram, and LinkedIn). Recruiters are starting to think outside the social box and are trying places like Tinder, Snapchat, and Bumble to find new talent.

In Summary

Recruiting has never been as challenging – and exciting – as it is today. If you want to find the best candidates, you need to be creative and try some new, innovative recruitment methods every now and then.
Doing so shows potential applicants that you’re an exciting company to work for, that you embrace technology and that you attach great value to the candidate’s experience.

Sunil Prem
About the Author

Colonel Sunil Prem (Retired) is MD and CEO of Brisk Olive Business Solutions Pvt Ltd, a Business Consultancy and India’s largest Field Force provider, with a network of 25,000+ ex-soldiers positioned across all 741 districts of India. Their teams are composed of trained, handpicked veterans and they are employed for tasks at which they excel such as Surveys, Audits, Market Research, Promotions, Trainings, Project Execution, Verifications, Rectifications, Last Mile Connectivity tasks, etc.

Brisk Olive also provides recruitment of veterans. They train and transition veterans, to ensure a win-win for corporate and veterans.

To read more about Recruitment services, visit Brisk Olive – Magnify Your Reach

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