You are going to be using a lot of digital recruitment tools in the years to come. The level of digitization is only going to be more with time, not less – that’s with COVID or no COVID.
It is so important to familiarize yourself with online recruitment platforms if you want to find the best prospects.
Here we are going to cover some best practices for recruiting that you can use to hire better candidates more frequently for years to come.
Using these best practices can improve ROI and your company culture significantly …
Respect Your Candidates
Respect does not go out of style when working from home.
You want to impress candidates just as much as you impress your customers. This is a two-way street that, when it is not flowing, your business will suffer.
Just like you would want to leave a good first impression with your customer, you are going to want to make sure you put your best foot forward with a prospect.
Set yourself up to have your best seen in every way possible. Just because in-person interviews are sparse these days, does not mean you should be conducting interviews solely via email or instant messenger.
You want your candidate to see your face. You want them to know that they are joining a human company. And for good measure, smile!
Connect to Social Media
This is something that can’t be stressed enough on these digital hiring sites. Social media gives you exponentially greater reach than you are going to find anywhere else on the web.
An important way you can optimize your social media is to ensure your social media channels are all interconnected.
You can link from an online recruitment site to your social media to give prospects a glimpse of your company brand, but you can also link to your job posting through social media to cast a wider net of potential prospects.
It is high time to have a social media manager polishing your social, spreading the word and ensuring your company is broadcasted wherever it has the potential to be.
Write Good Job Descriptions
You would be surprised how much a good job description can make your break the hiring process. But remember that bit about putting your best foot forward?
Well, this is your first foot.
The first thing a potential employee sees about your company might be the job description. So you want to make sure that the job description is appropriate to the types of candidates you are trying to reach.
Be as precise as you can in your title, but also make sure to be concise.
This is obviously a balancing act, but it is a matter of simply knowing all the information you want to convey and trimming the words down to the most readable job listing you can write.
There is help with this from tools like Textio, which can use AI to collect data about job descriptions that were successful and formulate an optimal listing from that.
Spend Time Searching
This should be a no-brainer. Just because you have a bunch of fancy technologies to make hiring easier these days, does not mean there is not still some manual work to be done.
Add the human element here by spending some time searching manually for the right candidates using the right keywords.
Build a sound candidate pool, interview some of them, and even save those interviewees for later if you’re on the fence. You never know when you might need them.
There are plenty of options for you to search based on location. You can it down to education level and experience.
With different sites, you can also sign up to get alerts on a regular basis whenever someone posts their resume on the site.
Use Paid Job Listings
There is a ton of turnover on hiring websites, jobs coming and going. One way businesses have been able to remain visible is through “sponsored” job ads.
Different recruitment sites have equivalents here. It is not a convenient, free listing. It is paid.
But if we are serious about return on investment, it could be well worth your while to promote a listing and make sure you are grabbing as many eyeballs as possible.
You do not have to do it every time. Just test it for a short while and see if it works.
Don’t Be Afraid to Invest in the Better Talent
This applies to hiring anywhere. You ultimately want quality work, so recruiting new talent is not a time for penny pinching.
The return on investment on a good employee will well outweigh the loss on a “bargain” that you picked up because it was timely or affordable.
You want the best for your company, and that means hiring only the best people.
Even if the higher-ups complain about cost, this should be the talking point, and it is a hill to die on when hiring people. Someone asks for a $10k higher salary, but has 10 years mor experience? Go for it!
Conclusion
Altogether, recruiting online is not incredibly different from recruiting in person. There are just a few extra screens and buttons in the way. You are ultimately bringing the same stuff to the table. You simply have to adjust the way you express them.
