5 Recruiting Techniques Worth Considering

If you’re looking to hire high quality employees, who will grow your business and make a positive impact on your existing team, then it’s best to keep these recruiting techniques in mind. Read below for more details!

 

Recruitment is one of the most important things a business can invest in. Not only is a business’ product and/or service tied directly to the quality of the work put in by its employees, but a business’ reputation is entirely based both on how employers treat their employees, and how employees treat their customers.

 

No matter what you do or what you sell, the success of your company is tied to the abilities and smarts of the people you hire. There are two ways to develop quality employees:

 

1. 1. 1. Hire quality people.
      2. Help inexperienced workers develop new skills.

 

Recruiting Techniques and Strategies

 

Recruitment strategies are critical to helping businesses fill their desks and positions with motivated, incentivized workers. It’s critical for any business to be hypercompetitive (as well as hyper-analytical) with its recruiting techniques.

 

In other words, in a candidate-driven market, it’s important to take the initiative and play a more proactive role as a recruiter.

 

Here are 5 effective recruiting techniques that aim to either increase the number of potential workers asking for a position, or help you specifically target the workers you are trying to find.

 

1. Take Advantage of the Gig Economy

 

The gig economy is growing, not in small part because more and more people are seeking ways to supplement their full-time or part-time income or support a better lifestyle. Combined with the ease and convenience of beginning a freelance career through successful and large platforms like Upwork, Fiverr, and PeoplePerHour, more and more people are flocking towards temporary positions with flexible pay and terms.

 

That might pose a problem to recruiters, but it can be turned into a benefit instead. Consider the advantages of hiring a freelancer to fill a crucial position for a short-term period of a few months as they:

 

• • • Can be paid per project.
    • Pose a reduced risk.
    • Require less commitment.
    • Don’t need benefits.
    • Allow you to draw from a global pool of workers from all throughout the world.

 

It’s not all rosy – there are downsides to hiring a freelancer, and it’s not always applicable – but for short-term projects, they often can’t be beat. And if you manage to snag a superstar, you can always try to make them an offer to become a full-time employee and reap the benefits of having extensive proof of the quality of their work.

 

 

2. Advertise on Platforms Where Your Targets Are

 

Programmatic marketing refers to designing and deploying adverts in places and spaces where the people you’re trying to target are more likely to see them. Some examples of programmatic marketing include:

 

• • • Targeted ads through data-driven ad programs developed by Google and Facebook.
    • Aiming to gain recruits from specific age and gender demographics by making use of specific apps, like Snapchat, Instagram, and even Spotify.

 

Simply marketing your job opening on common networks like LinkedIn is no longer innovative enough. To further narrow down your candidates to those you’re more likely to hire, consider an approach that tries to find the candidates where they’re most likely to hang out.

 

Thinking outside the box will garner you plenty of potential ideas for finding resourceful workers – for example, Amazon successfully made use of Tinder to find engineers, while Virgin Trains recruited former felons to take advantage of a group of quality yet stigmatized workers, doing society a service by giving them a better shot at reintegrating into society, while garnering a better chance at picking the best and brightest from a series of potential hires most other companies wouldn’t consider.

 

Think physical, too. Many potential candidates are spending their time getting close to companies by working where they work – visiting coworking spaces and shared offices, searching for potential clients through entrepreneurs and companies that work from these spaces. The benefits of collaborating through coworking cannot be overstated, and it’s also a great place to recruit new workers.

 

3. Reach Out to Passive Candidates

 

We’re living in a day and age where more people care about their personal brand than ever before – and for good reasons. As our lives become continuously connected in ever-growing ways, it becomes more important to tailor how we appear to others – not just our friends or colleagues, but to respective employers as well.

 

Recruiters can take advantage of this trend by making use of many workers’ existing information to take note of particularly interesting and talented workers. From there, develop strategies to potential lure them over into a better position at their own company.

 

Sometimes, snagging the perfect hire is a long-term process – and everything from a potential hire’s Twitter account to their LinkedIn, to their projects on GitHub or their articles on HuffPost can help you develop the right strategy to reaching out and offering an attractive position at your company, even if they aren’t actively looking for work.

 

4. Don’t Forget Referrals

 

In many cases, a company’s best hires will come from quality referrals through existing employees. While this shouldn’t replace your recruiting techniques, it can be an effective supplemental strategy to help get more potential hires. However, to effectively make use of employee referrals, you have to build a strong employee referral program.

 

Start with the basics: your employees need to know what you’re looking for, and they need to know what they’re getting out of this.

 

• • • You don’t just want your employees to refer their friends – they need to refer excellent potential coworkers.
    • There’s a clear difference between the kind of friend you can work with, and the kind you can grab a drink with; and while we all need a healthy mix of both, companies want the former rather than the later.

 

Having incentives is crucial for success – yes, if you’ve got an amazing company culture, great atmosphere, excellent management and plenty of opportunities for career growth, then just letting your employees know that there’s a job opening available can be enough to start getting a few referrals rolling in.

 

However, to get the input of employees who are less likely to go the extra mile out of sheer hype, you will want some form of incentive. Cash incentives work best, but there are other options – such as extra vacation days, or maybe recognition. Rewarding good referrers doesn’t just incentivize other employees to work on referring more people, but it also helps your existing employees feel appreciated.

 

5. Look to Present and Past Data

 

Perhaps the most important and critical part of building an effective recruitment system is to reflect on the information you currently have, in order to create a strategy for the future. Before your HR team sets out on the recruitment cycle consider the following:

 

• • • Where have your best hires come from so far?
    • What unites them?
    • What do they have in common?

 

Once you can identify where you’ve been getting the most bang for your buck, consider investing the majority of your resources and effort in finding more potential hires in a similar way.

 

 

Conclusion

 

You’re sure to find exceptions to the rule, and exploring a variety of recruiting techniques is crucial to finding great and unexpected talent – but why waste a good portion of your budget on ads that aren’t bringing in any quality hires, when you could instead invest in avenues that have brought in the best results?

 

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