Redefining Recruitment-
Strategies and tips for better results

By the end of this blog, you will be better equipped with recruitment strategies and ways to deploy them. If not, you will surely have a spark to reshape your company’s recruitment approach. Let’s discuss the ideal strategies for your business along with some wiser tips for recruitment in the content that follows:

Focusing more on employer branding

As technology evolves, the buying dynamics of the consumer have changed. A customer interested in buying a product does 60-70% of research about the product or service himself. And this is even before the salesperson is involved. Think about times when you go to buy a new car and you have already watched 100s of videos online. The same is true in recruitment and job markets. To recruit the best talent, you need to attract talent, that is vary of all the norms of the industry and are aware of your competitors. One sure-shot way to overcome this hurdle is employer branding. 

Employer branding is a process of understanding, distilling and communicating everything about your company, to attract good talent. When it works well, it can turn your company into a nidus of the sector, attracting good candidates. Employer branding differentiates your company as a place where everyone loves to work, rather than acting as a place where employees land because they don’t know better. 

Employer branding is also important to attract and engage the ever-so-demanding group of talent we call millennials. 

Harnessing the power of AI

The World Economic Forum recently reported that, by 2027, 23% of the jobs we see today will be changed with 69 million new jobs added and 83 million eliminated. In the recruitment landscape, there are an overwhelming number and variety of jobs available. And these are changing constantly at a rapid pace.

AI can help candidates discover the right opportunities and career platforms. It can align the candidates with your company, helping them discover your company as a potential employer based on their matching skills, aspirations, goals and experience. Generative AI, an advanced version of AI, can also be used by companies as a prosaic strategy to create relevant job descriptions. It can also assist in identifying salary expectations based on market demand, role, geography and candidate aspirations. 

When used correctly, AI can greatly improve the recruiting outcomes of a company, no matter the industry it’s dealing in. 

Making job opportunities discoverable

A candidate looking for a job is similar to an individual looking to buy a property. He may do it only once in his lifetime. Hence, it’s important for a company to make its job offerings discoverable for both passive and active job seekers. This is one of the recruitment tips that often goes unnoticed by HR managers.

A job board or career website post is a traditional way of advertising job openings and may still be a vital tool for hiring new employees. However, in a digital world that is easily connected, businesses are exploring the benefits of marketing and advertising job openings in places where prospective candidates are already present. A great example of this is the social media sites. Platforms like Facebook, LinkedIn, X (previously Twitter) and even Instagram have become essential resources for connecting with both active and passive job seekers.

For instance, if your company is looking for web developers, you can geo-fence web development coaching centres or tech exhibitions in your area. When potential candidates in the area use their mobile devices, they will receive your targeted job ads, bringing your posts to their attention. 

This strategy works especially well for attracting candidates who are a perfect fit for your open positions but may not be actively looking for work. 

Reskilling and Upskilling your existing employees

A study conducted by ManpowerGroup on workplace trends suggests that 57% of employees are interested in pursuing training outside their work. 

Adding a skill set or enhancing your already-learnt skills has become a prime focus for many professionals. Gen Z, as we call them, are aware of the future trends and ways jobs will become super-competitive. Hence, they are ready to be prepared for the future of work by upskilling their profile. What if they can get help in this by their company?

Organisations do not have to wait for their employees to upskill themselves. Upskilling and reskilling your existing employees not only helps increase productivity and multitasking but also bolsters recruitment efforts. Companies should try to invest in training, coaching and tutoring to meet the evolving in-house demands. 

Making a virtual map of employees in relation to their existing responsibilities, abilities and training is one creative way to find internal talent. This can be used to track departmental reskilling progress, identify skill gaps that may need to be filled and indicate possible internal candidates for new roles. The map may incorporate aspects like career goals and salary expectations. 

While hiring new employees from outside is necessary to bring in new perspectives, employers shouldn’t undervalue the potential of their existing workforce.

Recruitment tips to transform company culture

While one should focus on various tips for recruitment for organisational success, it is also important to consider facets that can create a good company culture. Here are a few points that need close attention.

Treating candidates with respect 

Treating every candidate, whether they join the company or not, with mutual respect is professional and ethical. Instead of dumping the candidate profile in a digital graveyard, the HR managers should foster a community of applicants. This can act as a strong talent pool for future openings. 

Positive accountability

Recruiters often use negative or blank feedback during the hiring process. However, if they stress positive accountability, candidates can do better. Using the tools of recognition and appreciation, companies can get refined talent to suit the role.

Let candidates pitch their passions

Using the pitch passion technique is one of the most rewarding tips for recruitment. The process allows candidates to open up and discuss not just their skill set, but hobbies and experiences as well. Employers often find these passions align with the company’s mission statement, leading to better recruitment.  

Know their dealbreakers

Recruiters and interviewers should make efforts to find out what the red lines are and discuss how candidates would handle situations if they arose. The conversation is usually called the “break-up convo.” The process incorporates an open line of communication, anxiety about the unknown is removed and a social barrier is eliminated, further allaying worries.

Practising value-based hiring

A value-based hiring approach can result in some of the finest recruitments for your company. To do this, it’s important to address not just the achievements but failures of the candidates against their values. This approach helps base hiring on non-scripted responses to values. This way,  the employers are able to identify candidates who can thrive in the company culture through good and bad times.  

Create a good referral programme

Employee referrals are still a result-driven approach for hiring in small and large-scale organisations. Good employees can bring in good candidates, helping build a growth-driven culture. A robust employee referral programme can significantly impact a company’s recruiting efforts.