11 recruitment techniques you can use to up your recruiting game

Recruiters are tasked with one of the most important tasks in any company. However, bearing this responsibility is not always an easy affair. To lend you a helping hand, we have created a list of recruitment techniques that will help you move mountains for your company!

1. Passive recruitment

Sourcing and interviewing applicants who are actively applying to jobs may not always work out. In this case, you could seek candidates who are qualified to do the job but are not actively applying for new jobs. Sounds absurd, doesn’t it?

However, a majority of the workforce is made up of candidates who are employed but may be casually looking for jobs or would accept a job with better benefits. These candidates are called passive candidates.

You can reach out to these candidates through social media, employee referrals, or industry-specific websites such as GitHub. You can also do a bit of research to find passive candidates whose contract/tenure may be ending in a few months’ time as they have a higher chance of accepting your offer.

Even if it doesn’t pan out, you would build a connection, and they may want to apply for future openings. This can help you in building a passive candidates pipeline for talent acquisition.

While reaching out to passive candidates, you may also want to try out-of-the-box ideas.

For example, Fetch, a digital marketing agency company in New York took to Tinder to find the right candidates! While you may want to err on the conservative side, don’t be afraid to try out unconventional methods.

2. Invest in employer branding

When the profile and compensation across different organisations are similar, what separates one from the another? Their employer brand a.k.a employer reputation. This is a significant part of the recruitment process especially for millennials who want to work with companies that they feel more aligned with.

You can do employer branding by leveraging social media (such as a day in the life of), career pages, job descriptions, employee reviews, etc. 

3. Review your application process

Is your application process long and tedious? While you may be doing this to eliminate any candidates who may not be genuinely interested, a long hiring process could also result in losing good candidates. So, optimise your process to make it short and effective. While you are at it, you can also make it more mobile-friendly.

4. Optimise your job post for Google

Most job seekers are looking for a job online and like most searches in life, it begins with Google. 

Google for Jobs is a platform which curates job posts from various sources, such as job posting sites and company pages. Then, it displays them in the search along with the ads and organic results. This can increase the visibility of your job posts. Hence, make sure that your company pages can be accessed by web crawlers on Google.

5. Internal hiring/promotion

Internal recruitment occurs when an existing employee fills in an open position. This could be an employee moving to another department, an employee who is being promoted, or an intern who is being offered a full-time position.

This recruitment technique comes with many perks and was among the top global talent trends of 2020. The employee doesn’t need to get used to company culture and policy. Moreover, it can boost the morale of other employees as they will see growth opportunities. This in turn could also reduce employee turnover.

There are also some downsides to this approach. It could cause the culture to become stagnant as existing employees are less likely to challenge the existing state of affairs.

Another disadvantage is that it would leave another position open, which you may have to fill in through external recruitment.

Frequent internal hiring may also prevent you from bringing in experienced candidates.

While internal hiring is good for some roles, it should not be the default state of hiring.

6. Opt for screening through videos

COVID-19 outbreak presented a new challenge for most workplaces wherein most employees were compelled to work remotely. So, most of the recruiting and onboarding took place online. This recruitment method could become a part of your recruitment strategy going forward as it allows more flexibility to the candidates.

7. Use Application Tracking System (ATS)

What if we told you that you don’t have to manually go through each resume to shortlist candidates for the first interview? Sounds like a recruiter’s dream? Many companies around the world are already living this dream with the help of application tracking systems, which automates the first step. 

For example, some recruitment tools indicate how well-suited is a candidate’s resume according to the job description. You can also do a boolean search to find relevant resumes. For instance,

Content Writer AND Search Engine Optimization AND Editing

8. Employ chatbots

Chatbots are increasingly being used as a recruitment tool. 

Numerous companies are using them to deal with different recruitment challenges, such as answering frequently asked questions, screening candidates, updating application status, setting up interviews, etc.

Therefore, if you are feeling overwhelmed with the sheer number of applications, then chatbots can come to your rescue. 

9. Use data insights

You can gather data about your various hiring processes and find out which one takes the least amount of time or gets you the best candidates. For example, do you receive better applications when you use a job posting site? 

10. Make the most out of social media

Social media networks are growing at a rapid pace. This could help you in expanding your recruitment reach. You can use social media to post job openings, showcase your company culture, and engage in passive recruitment. 

11. Get your employees engaged with employee referral program

In addition to using your corporate network, you should leverage the network of your employees.

Because your employees are already familiar with your company culture, they are more likely to suggest candidates who would be the right fit. It could also fasten your hiring process.

These were a few recruitment techniques to help you with your recruitment strategy. Ultimately, the recruitment method that you choose will depend on what’s your objective. For example, if you want to decrease the hiring time, you may want to go for internal recruiting.

Besides following the above-mentioned recruitment techniques, you should also review your existing hiring practises and find out if there’s room for improvement.

For instance, are your interviews tailored for each candidate or do you use the same set of questions to assess all candidates? Are your job descriptions filled with a list of to-dos with no mention of what your company can do for the candidate?

Doing this while trying out different recruitment techniques will help you in optimising your current recruitment cycle. 

Are you always looking for ways to hire the best candidates? So are we! Register and post a job on Fresher Jobs on Internshala to find the best hires for your company.