Recruitment strategies to boost your business - Emptor

Recruitment strategies have changed significantly in recent years. Today, it is more competitive than ever to find the perfect candidate for the job. Recruiters have to be creative and willing to modify their hiring plans if they want to attract the best talent. In this article, we will give you 5 tips to recruit the ideal candidate.

Tips to Recruit the Ideal Candidate

With the growing competition in the job market, it is increasingly difficult for recruiters to find and hire the ideal candidate. If you want to be successful in your talent search, you need to be willing to modify your recruitment strategies. Here are our five tips to help you hire the best candidate for the job:

1. Leverage social media: Nowadays, a large part of the world’s population is active on at least one social network. Social media is a great resource for recruiters who are looking for potential candidates. You can use social media to make job postings, search for candidate profiles, and directly contact candidates who interest you.

   It is a complete hiring platform that allows you to find, connect, and manage the professionals you want to add to your team.

   • Easily share candidate profiles with hiring managers (with or without Recruiter access) to get their feedback.
   • You can also tag your team members, read the communication history with candidates, and track the performance of your InMail messages.

   How it works?

   • Find any candidate on LinkedIn using keywords, Boolean operators, and more than 20 advanced search filters.
   • Focus on professionals most likely to respond: those who have indicated they are looking for a job or have interacted with your brand on LinkedIn.
   • Communicate with any candidate on LinkedIn through InMail, Recruiter’s messaging system. Each team member will have 150 InMail messages per month.
   • Easily manage your candidate pipeline and collaborate as a team with advanced collaboration and analytics tools.
   • Stay organized and keep your team informed with saved searches, project folders, and tags. It automatically notifies you about new candidates.

2. Offer an attractive package: The best talents are not willing to work for just any company. If you want to hire the best, you need to offer an attractive package that includes a competitive salary, attractive benefits, and a good work environment.

3. Post job openings in visible places: If you want your job posting to be seen by as many people as possible, make sure to post it in visible places like social media, job portals, and bulletin boards.

4. Ask smart questions during the interview: During the interview, it is important to ask the right questions to get valuable information about the candidate. The questions should be designed to evaluate the candidate’s potential and their ability to do the job.

5. Listen carefully: During the interview, you should pay attention to the candidate’s responses. This will help you better understand their skills, knowledge, and experience. You will also be able to detect if the candidate is truly interested in the position or not.

What is an Applicant Tracking System (ATS)?

The definition of an Applicant Tracking System or ATS is a software commonly used by organizations or companies in human resources to assist in the recruitment and selection of employees or candidates.

Each one offers a differentiated package of functions; applicant tracking systems are mainly used to organize and manage a large number of candidates. This filtering system is what usually stands between a candidate and an interview; the software is responsible for managing which candidates are most suitable according to their qualifications, hard skills, and soft skills required for a particular position.

Why do companies use this type of technology?

The relative ease of submitting a job application online has created new challenges for companies. Online job postings can generate hundreds or thousands of applications, many of which are from unqualified people looking for work and their way of thinking leads them to apply simply because they “think it’s worth a try.”

To save time and keep their inboxes organized, recruiters use an ATS to keep their candidate pipeline organized and efficient. This software is especially efficient for large companies that hire multiple positions and have high employee turnover.

Among other features, the ATS offers CRM-like tools to make recruitment channels, communication with applicants and candidates, and the distribution on channels for posting and tracking vacancies more agile.

We recommend reading: [10 essential HR recruitment tools]

Some of the most common problems with ATS

Not all ATS are sophisticated and represent a challenge for applicants; in some cases they may be disqualified due to the format of their CV, lack of keywords or keywords.

What are the main ATS?

Some of the most popular ATS include:

• Taleo: (Starbucks, Boeing, Nintendo)
• iCIMS: (Southwest Airlines, Uber, Amazon)

Some large companies develop their own applicant tracking systems, such as Google, Microsoft, Apple, and Facebook.

Whether you are using an ATS or not, hiring excellent candidates should be a data-driven exercise. After all, a recruitment strategy is a strategy because it is based on data, real-world experience, and calculated tradeoffs. You can’t manage what you don’t measure, and in recruitment, there’s a lot to measure!

Data collection, reporting, and analysis span all of our recruitment strategies and will help you measure your success over time. Some of the most important metrics to track include:

• Application completion rate
• Qualified candidate rate
• Candidate response rate

Analyzing recruitment data will help you identify which recruitment strategy is working well and which one needs to be updated within your department. If you’ve had trouble capturing data in the past, we recommend making your processes more digital by using remote hiring tools.

Having data that shows the total number of applicants is more of a vanity metric: it’s more feasible to have something that informs you about quality rather than quantity. If you find yourself with a low number of qualified candidates, you can highlight many things, such as:

• The job description does not accurately detail the skills needed for the position.
• The job is advertised through the wrong channels.
• The way the job is advertised attracts the wrong type of candidates.

All of these things can be easily solved with some minor adjustments.

Human Talent is the Best Investment

In every company and organization, the most important asset is its employees, hence the importance of talent retention, work culture, and the principles under which teams are guided to achieve the objectives are key to success.

One of the main principles to follow when choosing the right people after the recruitment and selection process is to conduct due diligence to investigate and validate the identity of potential employees. Emptor helps you perform automatic identity validation and background checks, schedule a demo to learn how we can help you with the process.