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5 Strategies to Enhance Recruitment Processes

Get 5 proven strategies to level up your recruitment process and avoid bad hires

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An everyday approach to recruitment will not get you the best candidates. HR teams who use out-of-the-box approaches are usually ahead of their rivals in recruiting the best talents. Download (for free) and find out the unique approaches that are most effective in getting these talents.


Recruitment is unarguably one of the most challenging and daunting operations in corporate organizations, as hiring the right candidate is crucial to the solid growth of your business. Therefore, HR teams put tremendous efforts into enhancing their recruitment processes. It helps them avoid the huge cost that comes with hiring bad employees.

With this guide, organizations will get 5 proven strategies to level up their hiring process and improve the quality of hired candidates.

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,, and 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.

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In this recruitment guide, you will learn:

  • How to improve employer brand through public relations to attract talents.
  • How to spread job openings far and wide using the power of word-of-mouth and social media.
  • How to utilize reliable niche job boards and websites to find perfect candidates.
  • How to adopt a unique recruiting approach.
  • How to invest in a proper HRIS system to scale up your recruitment processes

How to use this template

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    Keep in mind that this template is not a legal document and may not take into account all relevant local or national laws.
  • 🖨
    Print out for easier handling and communication with your team.

Who this template is for

  • Recruiters that want to promote job openings and reduce the time-to-hire.
  • Hiring managers who want to learn about recruitment strategies.
  • Companies that want to try out other means of advertising a job opening beyond conventional job boards.

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