Why Should You Improve Your Recruitment Process?
Let’s start with a compelling business reason.
According to a recent McKinsey report “Attracting and retaining the right talent”, the best talents are eight times more productive than the average ones. Therefore, attracting the best talents in the job market should be a must for every company. However, only 2 out of 10 believe they can do so. Equipping yourself with better recruitment processes will help you be part of the top 20%!
There are many other reasons to improve your recruitment processes: better brand awareness, reducing cost per hire and time-to-hire, increased visibility on your recruitment pipeline, etc. The key is this: better recruitment processes mean higher operational efficiency, which translates into a higher return on your recruitment dollars!
5 secrets to improve your recruitment processes as a fast-growing business
1. Improve Your Company’s Brand Through Public Relations:
72 % of recruitment experts say branding plays a huge role in the recruitment process. But how do you brand your company?
Employer branding can be seen through 3 angles:
- Advertising campaigns: which focuses on candidates’ acquisition and community engagement.
- Internal communications: this ranges from employee alignment to having a referral bonus scheme.
- Public relations: such as media coverage, relationship with top universities, corporate social responsibilities (CSR), etc.
2. Spread your jobs openings far and wide
Experienced recruiters know the most effective way to hire is through referrals and word-of-mouth. So how can you maximize the chances that people talk about your job openings?
Think of your company website: if your employees are aware that jobs are available at your company, they’ll need a place to point their friends to. That’s where your career website comes into play.
Now, let’s dive deeper into the world of recruiting on social media.
As of 2013, 92% of companies use social media for recruitment. Therefore, expert usage of social media has become a must.
For recruiters, it often starts with having a compelling LinkedIn page. It is estimated that about 90 million millennials are on LinkedIn globally. On Facebook, you can share engaging posts, place targeted ads, use relevant hashtags, etc.
Also, taking GenZ into your hiring consideration, as they will be the main workforce in the next 5 years. The rule of thumb is to adapt to their natural habitat where Instagram, Tiktok, Snapchat are indispensable.
3. Use Reliable Niches Job Board and Websites
Job portals such as Indeed.com, Jobstreet.com, and Careersinasia.com were the go-to portal for HR teams seeking to hire the best employees. However, over the years, they have been replaced by niche job sites.
Niche job websites are online portals that advertise vacancies targeted at job seekers looking for employment in a specific industry. Since niche job websites are very focused on certain jobs, you get more qualified candidates than on general job boards.
