12 Recruitment Strategies and Examples to Hire Top Talent

Not a complicated recruitment, but a wiser recruitmen t-12 staff selection strategies that attract the best candidates

Author: Bailey Rayers Image: Shutterstock update Brennan Witfield | December 21, 2023

With a carefully planned staff selection strategy, the recruiter-team can quickly find perfect candidates and save time and resources.

What Is a Recruitment Strategy?

The staff selection strategy is an official plan that describes in detail how a recruiter finds, hires, and hires the best candidates for a company.

What Is a Recruitment Strategy?

The staff selection strategy is a formal plan that describes how recruiters should discover and adopt the best specialists. Recruiters need to determine the types of posts to be hired, forms of vacancies, and excellent candidates for selection criteria.

The team can pursue temporary needs, but the staff's selection strategy includes lon g-term relationships with excellent applicants. For example, a candidate may not be suitable for current vacancy, but after participating in the talent community, you can know when the opportunity to match the qualities of the candidate will come in the future.

Webinar: Recruitment strategy utilizing employment brands that make full use of technology

Be sure to participate in effective strategies to establish employee brands in line with technology and attract demand technology.

Importance of a Good Recruitment Strategy

The excellent human resource recruitment strategy is extremely important to find the most suitable candidate for the recruitment position. This is because recruiters determine how to find potential candidates and provide a wide range of work. Human resource selection strategies can also increase brand awareness and gather more candidates for recruiters. This increases the number of opportunities for the recruitment process to speed up and form the labor of employees that meet the needs of the company.

How to Develop a Recruitment Strategy

It is necessary to solve a certain issue before proceeding with the recruitment strategy formulation. Here are the main human resources strategies that are hired by today's major companies.

Review Your Recruitment Metrics and Goals

Analyze the recruitment indicators of the staff, identify pain points in recruitment, and determine the purpose of recruitment. For example, you may aim to increase the number of applicants by using a new advertising platform or taking measures to select staff. Alternatively, it may be possible to shorten the recruitment period to half, use various networks, or to provide high bonuses to encourage employees when new employees are acquired.

Invest in Recruitment Tools

Consider investing in tools that simplify the recruitment process. Whether it's a video interview platform or a ful l-fledged applicant tracking system, these tools will definitely be able to focus on specific tasks, and employees will be able to focus on other aspects of recruitment processes. It is important to secure a reliable tool for conducting virtual interviews as companies continue to introduce hybrid work and remote work environments.

12 Effective Recruitment Strategies to Attract Top Talent

Once you have the basics, let's start planning a recruitment strategy that takes into account your characteristics. In order to get inspiration, we have collected 12 examples of creative recruitment strategies used by companies to hire excellent human resources.

12 Recruitment Strategies to Know

1. Optimize your career page
2. Optimize recruitment ads.
3. Post information on the public network
4. Create content for recruitment branding.
5. Held a recruitment event.
6. Use a niche recruiting site.
7. {Ruit} Rewel to employees who have supported the recruitment.
8. {Ruit} Make a lo w-cost human resource pool.
9. Answer the applicant's questions online
10. Participate in local industry events.
11. Demonstrates excellent employee skills.
12. Create diverse and comprehensive environments.

1. Optimize Your Career Page

It is not considered to have a wel l-designed career page. This is a really important factor in all recruitment strategies for several reasons. First of all, the applicant hopes to find a career page on your website. Next, it is an excellent resource to advertise job postings, share content, and provide information on the mission, culture, and outstanding of the company.

Showcase Company Pros

WP Engine's career pages include company guidelines, i n-house contrasting statistics, prizes acquired by the company as employers, and a wide range of opportunities for applicants to know the company and career opportunities. All information is posted.

Provide Candidate FAQs

Glossier offers the same questions from job seekers, and Glossier offers an intermediate margin to create a FAQ section and provide an opportunity to get the answer to the question before the job seeker orderes.

Each company has a different way of ordering, so let's take a lot of time to reassure the applicant, and in advance where the company's answer will come and where there is a specific position. The answer to these questions will definitely help recruiter and applicants to save time and clarify on the website.

Use AI Chatbots

Intel has created a chatbot intentionally for applicants so that applicants can recognize the details of the company in an interesting and interactive format. When you first enter the page, this is a chat, and you will be aware of the applicant as a question about the employer's company.

Chatbot is an automated tool that can help you ask questions and receive the answer immediately, without expecting them to be displayed when communicating with people in a different time zone. It is a wonderful introduction. This presents the time for the recruiter who can answer important questions that can still be answered with career pages or chatbot support.

Also, if you have not yet used a tool to automate the staff selection process, you need to think about this to give the sense of time and resources.

2. Optimize Job Postings

GOGL is difficult to be displayed on the first page on Google Search, but this is a task that can attract more applicants for many companies. Here are a certain number of search engines tools and tricks that can improve the recruitment strategy without the support of SEO experts.

Optimize Job Posts For Search

Most of the job searches are performed on Google, and as a result, this platform is required to freeze the required parts of your staff selection strategy.

Google tool's "job search" is a great way to show the applicant to the applicant, even before applicants switch to websites or announcement bulletin boards. If the applicant is looking for a specific job, Google displays everything that suits his wishes from the local job information. The best thing is to post your own job information on Google:

1. Edit the HTML description of the vacant seats on your website so that Google has the fact that there are actually footprints that are regarded as recruitment announcements. Google will definitely admit how your engineer team should arrange.
2. Whether the job posted on the announcement board binding is an inventory that uses Google Work inventory as a result, this HTML is about the job you have on your website. There are all opportunities to own code.

Target Competitor Keywords

These, like competing companies, Uber and Lyft, are trying to get friends friends every day, and are interested applicants for work.

When someone entered "Work in Uber" with a search engine, the second result is searching for work in Lyft. Lyft will be interested in work in Lyft, taking into account that the person looking for her opponent's job is the fastest, to send a super special commercial advertisement to the headline "Uber Jobs". 。

Target Job Title Keywords

Boeing and Accenture also issued commercial advertisements to Google. However, instead of focusing on their own rivals, each company focused on the keywords.

By targeting the keywords of "recruitment of software engineer", you will be the first company to see when job seekers start searching for jobs. And given the competitive rate of excellent engineers, gathering excellent candidates early can make a great profit.

3. Post on Social Media

Recruitment activities via social media are still alive. Rather than focus only on website branding, expand your reach by posting to social media. The following companies use social media as a way for passive candidates to attract the most time platforms.

Create Recruiting Social Channels

In order to raise the recruitment via social media to the next level, AWS has created a social media account for recruiters, especially for job seekers. Thanks to handle names @hereataws, users can distinguish this account from other business accounts. AWS publishes only corporate culture, recruitment events, employees' stories, and potential recruitment content.

Feature Employees

Duolingo actively utilizes social media and introduces its individuality and culture through employee stories, team events, holidays, etc. The company often uses platforms such as Instagram and Tiktok to emphasize major employees and company core values.

Share Your Current Projects

The Klaviyo engineering team has been contacting the engineer candidate by regularly posting blog posts on projects that the team is working on. This makes it easier for candidates to understand what you can do when you participate in the team, and you can reassure that the engineering team is the industry leader.

Post on Medium

Meta is known for platforms such as Facebook and Metahabas, but sometimes reaches out of user communities through employees. One of the forms is that employees share the recruitment content with Medium.

These articles are written from the Faang employee group's perspective so that readers can be prepared for metajobs and met a-behavioral interviews. A general guide is not appropriate for large companies like meta, because the interview method is different for each department (and people). Instead, it is best to provide the most useful information for the specific situation of the candidate.

4. Create Employer Branding Content

It takes time and effort, but creating content and media for employer branding is a great way to provide digestive and insightful content that can be shared on multiple platforms. Here are some ideas for various content.

Film a Recruitment Video

Progressive Software Factory Tour | Video: Broadcom Infrastructure Software

As in the case of Broadcom Inc., a short 30-second recruiting video can easily be used on public networks, on the company's website, or even as a TV ad. It's a quick, clever video that gives the candidate a desire to "learn more" and has a chance to get it by viewing the company's recruitment page.

Recruiting videos don't necessarily have to follow strict guidelines. For example, the SodaStream video contains information about the company and features people from different departments, different nationalities, and languages.

Record a Company Podcast

Employee reviews allow job seekers to hear from potential colleagues what it's like to work at your company. Turbonomic offers reviews in the form of 10-20 minute podcast episodes.

Podcasts are not only becoming more accessible, but listeners can hear the voice and thoughts of the contributors. The same can be said about video reviews. Video reviews give you detailed information about the employee's background, personal qualities, the role they played in the company, and more.

Write a Company Blog

Sift creates detailed blog posts on its website, including announcements, information guides, and employee profiles. This allows applicants to get to know the company's values ​​and the team's potential on a more personal level. In addition to general information about the company, employee blogs allow employees to share their interests, hobbies, plans, etc.

5. Host Recruitment Events

Recruiting events are considered an essential part of the recruitment process, even in an increasingly virtual world of work. They allow recruiters to get to know the personality and background of applicants, not just their resumes.

Connect With Universities

Educational institutions (from research institutes and technical schools to niche training camps) are considered one of the most important sources for recruiting new talent. Salesforce has a dedicated university recruiting team called Futureforce, which works with university campuses to provide resources to young applicants to prepare for a job in business.

Get Your Local Community Together

Recruitment events are stressful for applicants and companies that host events. In order to relieve both pressure, Grab Hub partnered with the buil t-in to hold an event where applicants visited the company's office, talked freely with executives and drink beer. The applicant had the opportunity to interact with more intriguing teams. Such events all have to remove the stress and format of simple recruitment events, relax, and gain more personal experience. The spontaneous properties of such events can also be applied to virtual meetings.

6. Utilize Niche Job Boards

Perhaps you have a specific rhythm and some famous job information sites for posting job information on your career page. However, these platforms are almost all beneficial and contain a wide range of networks of potential candidates. It is important to expand all the networks to cover different talents with the platform you use. Introducing a niche bulletin board will not only expand the applicant's pool, but also makes the work environment safer, successful, and a more attractive company for potential employees.

Recruit Veterans

Let's start by finding out how to find employees who are friendly to veterans with information sources such as Military. Com and SHRM. Once you get a trick, you will find opportunities to support the employment of veterans and partner with organizations that support the creation of workplaces that are easy to accept comrades, such as the Ministry of Labor and Military Recruitment. Finally, do not limit your job information to Linkedin or Indeed only. Not only in your company's network, but also add combat recruitment sites such as Hire Heroes USA, Hire A Veteran, Military Hire, and Hire Veterans.

Recruit Mothers and Caregivers

Taking care of children, elderly relatives, and disabled people, people who have a few years of blanks in their career, especially women, have been stigmatized for a long time. An internship program is one way to support experts who need to take a step between the previous carriers and their future careers. < SPAN> recruiting events are stressful for applicants and companies that host events. In order to relieve both pressure, Grab Hub partnered with the buil t-in to hold an event where applicants visited the company's office, talked freely with executives and drink beer. The applicant had the opportunity to interact with more intriguing teams. Such events all have to remove the stress and format of simple recruitment events, relax, and gain more personal experience. The spontaneous properties of such events can also be applied to virtual meetings.

Recruit Candidates with Disabilities

Perhaps you have a specific rhythm and some famous job information sites for posting job information on your career page. However, these platforms are almost all beneficial and contain a wide range of networks of potential candidates. It is important to expand all the networks to cover different talents with the platform you use. Introducing a niche bulletin board will not only expand the applicant's pool, but also makes the work environment safer, successful, and a more attractive company for potential employees.

Recruit New Graduates

Let's start by finding out how to find employees who are friendly to veterans with information sources such as Military. Com and SHRM. Once you get a trick, you will find opportunities to support the employment of veterans and partner with organizations that support the creation of workplaces that are easy to accept comrades, such as the Ministry of Labor and Military Recruitment. Finally, do not limit your job information to Linkedin or Indeed only. Not only in your company's network, but also add combat recruitment sites such as Hire Heroes USA, Hire A Veteran, Military Hire, and Hire Veterans.

Recruit Formerly Incarcerated Candidates

Taking care of children, elderly relatives, and disabled people, people who have a few years of blanks in their career, especially women, have been stigmatized for a long time. An internship program is one way to support experts who need to take a step between the previous carriers and their future careers. Recruitment events are stressful for applicants and companies that host events. In order to relieve both pressure, Grab Hub partnered with the buil t-in to hold an event where applicants visited the company's office, talked freely with executives and drink beer. The applicant had the opportunity to interact with more intriguing teams. Such events all have to remove the stress and format of simple recruitment events, relax, and gain more personal experience. The spontaneous properties of such events can also be applied to virtual meetings.

7. Reward Employees for Helping Recruitment

Perhaps you have a specific rhythm and some famous job information sites for posting job information on your career page. However, these platforms are almost all beneficial and contain a wide range of networks of potential candidates. It is important to expand all the networks to cover different talents with the platform you use. Introducing a niche bulletin board will not only expand the applicant's pool, but also makes the work environment safer, successful, and a more attractive company for potential employees.

Encourage Employees to Boomerang

Let's start by finding out how to find employees who are friendly to veterans with information sources such as Military. Com and SHRM. Once you get a trick, you will find opportunities to support the employment of veterans and partner with organizations that support the creation of workplaces that are easy to accept comrades, such as the Ministry of Labor and Military Recruitment. Finally, do not limit your job information to Linkedin or Indeed only. Not only in your company's network, but also add combat recruitment sites such as Hire Heroes USA, Hire A Veteran, Military Hire, and Hire Veterans.

Establish an Employee Referral Program

Taking care of children, elderly relatives, and disabled people, people who have a few years of blanks in their career, especially women, have long been a stigma (stigma). An internship program is one way to support experts who need to take a step between previous carriers and future careers.

8. Build an Accessible Talent Community

Most companies have an equal opportunity employment policy that welcomes and hires people of all abilities, but when it comes down to it, most companies don't show it. Find out how your company stacks up by comparing it to the government's Disability Equality Index. To improve, start with your hiring process and learn how to make your workspace more flexible. You can also make your careers page more accessible by working with organizations like the U. S. Department of Labor, the Disability Inclusion Employer Support and Resource Network, and SHRM. There are also many boards dedicated to people with disabilities, such as Ability Jobs, Recruit Disability, and Disabledperson.

Provide Job Alerts

Wolverine Trading visits college campuses across the country twice a year for internships. Students at the beginning of their careers have every opportunity to build their skills thanks to internship programs, and companies also have every opportunity to create a network of professional young professionals who may take on full-fledged positions in the future.

In 2018, Slack launched a program to help former prisoners find jobs in the technology field. To that end, they merged with The Last Mile, an organization that provides opportunities for men, women, and young adults to gain software and web development skills in many prisons across the United States. Those who complete the program and gain critical skills join the Slack team for a one-year internship. Banyan Labs also hires former solutionists as coders to help them find tech jobs at partner organizations.

Allow Anyone to Apply Anytime

Encouraging support from existing and former employees leads to a unique perspective in talent scouting. Because employees are already working for your company, you have a chance to get a good idea of ​​who and what skills they have that would fit into your work life.

9. Answer Candidate Questions Online

With the increase in the larg e-scale layoffs, almost all companies are facing the fact that early retired employees want to retur n-these employees are popular as Bomaran employees. If an employee is an employee of BUMM to return to your company, he is already a symbol of the work environment and has the opportunity to review history without access. Hirevue's talent searches are considered to be one of many companies that hire Bumoura n-Employees, including their returns for their returns on public networks.

Get Involved on Quora

Some of the best applicants will disappear into your employee's network. In order for employees to contact their list, simulate an employee recruitment program similar to the ONDECK introduction program, and invite the person who introduces recruitment candidates.

The human resource community is composed of applicants who have been interested in your company and have been interviewed, but did not approach the job for some reason. Instead of throwing such applicants out of the door and never meeting them again, how to keep in touch with the passive applicant and find a more appropriate job, to know the job first. Let's introduce some. If you find an excellent candidate you want to invite you to an interview, use this invitation template.

Host “Ask Me Anything” Sessions on Reddit

Regardless of the size of the company, you cannot introduce your work for excellent applicants for free. However, there is no obligation to adjust the fact that it actually misses expensive human resources.

10. Attend Local Industry-Related Events

In order to make up for this gap, Thoughtworks allows applicants to subscribe to job alerts, so you can quickly know the timing when your duties that match your interests and experience are noticeable. This allows the company to notify people who are likely to buy every day and support the human resources associations that are held every time in the shares of interested applicants.

Job Fairs

Zappos is popular because he is at the forefront of no n-standard corporate culture. Instead of waiting for recruitment information to be released, the company has invited interest applicants as "Zappos Insider" regardless of qualifications or skills. By showing interest in name, e-mail, and career, Zappos can send information on recruiting and corporate culture to individual applicants in a personalized message.

Local Hangouts

If you haven't found information about your company on these famous websites, such as QUORA and Reddit, you need to think about it here to think about things, introduce things, and provide eas y-t o-understand answers. 。

11. Showcase Strong Employee Benefits

It's no secret that SpaceX pushes the boundaries of technology and strives to achieve new things every day, making the company a highly sought-after employer. To answer the countless questions that candidates have about the tech giant, the team used the Q& A site Quora to answer candidates' doubts (under the "Related Questions" section).

Employee Well-Being

Quora also sent out more detailed emails to those who viewed certain notes, encouraging potential candidates to dig deeper into their research.

Flexible Work

A Google employee posted on the discussion site Reddit to answer a question about working for the company. Posted in 2013, the question garnered over 1, 300 replies, over 2, 000 clarifications, and 90% upvotes. Ask Me Anything (AMA) formats allow companies to target hundreds or thousands of job seekers in a traditional, scalable way.

12. Cultivate a Diverse and Inclusive Environment

While hosting events may attract more talent, companies have a better chance of finding the right fit by attending external events. Use in-person events as a networking opportunity with local job seekers.

Share Diverse and Inclusive Policies

A large career fair held at a convention center is more likely to guarantee access to a larger pool of applicants with educational backgrounds and career interests than a company-specific event. Companies are following in the footsteps of leveraging city recruiting events and industry-wide job fairs to attract the attention of many applicants.

Supplement Job Postings with DEI Language

To meet new applicants, join a group that discusses trends and challenges in your industry. A group called Chicago Women Developers is doing just that. A group of professional women developers have teamed up to host regular hack nights, literally in pandemic mode, where they plan to meet ambitious and experienced developers in their community. Similar platforms are a great way for recruiters to engage with candidates whose interests and hobbies match the job description.

Webinar: Recruitment strategy utilizing employment brands that make full use of technology

Be sure to participate in effective strategies to establish employee brands in line with technology and attract demand technology.

Frequently Asked Questions

What is included in a recruitment strategy?

Flexible working conditions allow your team to search for candidates in a wider geography and also attract the attention of candidates looking for a more personal approach to work. Detail your external and hybrid working policies in your company profile and job postings so candidates are aware of the flexible work opportunities your company offers.

What are the most successful recruiting strategies?

• Steps to promote DEI in the workplace can include unconscious bias training, quotas for jobs, and resource groups for the representation of women and people of color. By including how you support marginalized groups in your job postings and official job descriptions, you can stand out among the many companies that simply mention diversity and inclusion.
• Webinar: Recruiting Strategies with a Tech-Advanced Employer Brand
• Recruiting strategies often include information such as the company's recruiting goals, how to find candidates, marketing techniques to attract talent, and plans to retain employees.
• Optimize your company website, careers page, and job listings
• space} Post information on social networks to showcase your company's brand and values

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