7 Essential Tips to Develop a Winning Recruitment Process

Every business faces the challenge and opportunity of finding the right person for a job. Finding great hires takes a lot of work, whether you’re hiring a freelancer to meet short-term demand or replacing an experienced team member.

You could write and post job ads online, wait for applicants, and then choose the ones you like best. But if you want to find the best candidates with the right skills who fit your organization’s culture and can make a difference, you’ll need to come up with a more effective and winning strategy. Since a company is only as good as the people it hires, the way it hires people can really make or break it.

Here are seven tips that will help you build a successful recruitment process and find the best people for the job.

Craft a recruitment plan

The first thing to do is to know exactly what your business needs. Knowing what you need from a recruiter makes the whole process easier and makes sure you get what you want. To start, make a recruitment plan based on who you want to hire, how you want to get the word out to attract candidates, and who will be in charge of reviewing, interviewing, and choosing the right person.

Maximize automation 

Use an applicant tracking system (ATS) to help your team work more efficiently and meet all your automation needs. You’ll be able to streamline administrative tasks in the early stages of the hiring process, like posting job ads, entering data, keeping track of the number of applicants, and managing resumes. This will let your team focus on figuring out if a candidate is a good fit for the company and role.

Some ATS examples are:

  1. Workable
  2. Greenhouse
  3. Jobvite
  4. iCIMs
  5. Lever
  6. Peoplefluent
  7. JazzHR
  8. BreezyHR

JWay Group is currently using Manatal,  a leading AI recruitment software trusted by 10,000 recruitment teams in 135+ countries.

Improve your candidate experience 

One of the most important things for getting good people to apply has been how much experience they have. That’s because a candidate’s experience, whether it was good or bad, affects whether or not they decide to apply to your company or accept a job offer.

Respond at every step of the hiring process, from the application to the first day on the job, to make the candidate’s experience better. Make sure your careers page is clear and to the point, that your application process is as easy as possible, and that you don’t waste your candidates’ time by scheduling too many interviews. If you make it easier for people to apply for jobs at your company, they will want to work there and tell others about their good experiences, which will help you build your employer brand.

Proactively recruit passive candidates

Today’s top talent is less likely to actively look for a new job, but if a great opportunity comes up, they are likely to be willing to talk about it. Actively looking for passive candidates can be very helpful in your hiring process. If you only look for candidates who are actively looking, you’re missing out on a huge opportunity.

Look for passive candidates, especially for technical jobs that are hard to fill because there aren’t enough active candidates. Look beyond job boards and reach out to passive candidates on LinkedIn and other social media sites like Facebook and Twitter. Widen your search by joining social media groups or online forums where the people you want to hire tend to hang out.

Build talent pools 

You don’t always have to start sourcing candidates from scratch if you have a talent pool. Build a talent pool of past candidates, unsuccessful candidates, and other candidates your team has sourced. Talent pools don’t necessarily have to be candidates that match your current roles, but they can often be talents that might be a good fit for future roles. 

Talent pooling will save your team time and provide a database of candidate leads to look through when new roles open up.

Raise your brand awareness

To get the best candidates, a company needs to be seen as an employer of choice. Candidates often research your company online before applying for a job, and your company’s digital presence will be their first impression.

Raise brand awareness by showing why people should work for your company. Promote your website, coordinate your content and social media marketing, and show off your unique company culture, perks and benefits, and employee or team spotlights. By improving your employer brand, candidates will be able to read good things about your company, which will help draw attention and help your recruitment process.

Here are some examples to increase your brand awareness:

  1. Attend Events and Conferences.
  2. Be Active on Social Media
  3. Invest in Advertising
  4. Building a Strong Brand Image
  5. Email Marketing

Email marketing is one of the least expensive ways to market that has been shown to work. You can get email addresses from your website by using lead magnets and gated content. Offer something of value to the people you want to share their email addresses with to get them to do so. Once you have a mailing list, you can send your subscribers a variety of emails, like weekly newsletters and job alerts.

Keep up with recruitment trends

Recruitment is changing, just like many other fields. It’s not enough to just have a plan for recruiting and stick to it. To stay on top of the recruitment game, you need to change and improve your process all the time.

Keep up with new trends in recruitment by going to webinars and paying attention to industry publications, new technologies, and the experiences of your own team. This will help your company adapt to changes in recruitment.

Getting started

A lot of effort goes into developing a winning recruitment process. By following these tips, you’ll be on your way to finding the best people for the job. If you’d like to know more about recruitment, contact us.