An Effective Recruiting Strategy
By Sue Winkler, SPHR, Director, EngageHR
Published June 16, 2019
As the EngageHR team at HR Source partners with members to fill open positions, we are constantly learning. As you know, the same old strategies can’t be counted on in this tight market, and there is no “magic bullet” to consistently get the job filled. Still, here are some important lessons and considerations to keep in mind in this daunting recruiting environment.
Understand how tough it is. Unemployment rates are the lowest since 1969. According to the Bureau of Labor Statistics, the ratio of unemployed Americans to open positions was .08 this past March. Just ten years ago, this ratio was 6.4. And with the increase in minimum wage, you may have new competitors out there that you never had to consider before. - Recruiters must have a marketing mindset. What makes your business attractive to a candidate? Why should someone want to work for you? What makes you stand out? Identify those attractor factors and be sure to incorporate them into job posts. And don’t forget to play them up in your employee engagement activities as well.
- Your job post and your website are often your first impression. Invest time in crafting an honest and enticing job posting. Use videos and images on your careers page and keep them fresh.
- Expand your horizons. Hiring managers must be open-minded about required skills - and which are truly necessary. Consider transferrable skills and transferrable industries to more broadly define needed skills. Discuss the culture of your organization and of the department with managers. What values are important to success? Focus your search on these qualities. Remember, skills can be taught.
- Use social media and pay attention to your online reputation. Develop a plan that not only manages your job postings, but also builds a following by sharing industry knowledge and involvement. Get in the game.
- Strategy comes first. Define your open positions as well as your resources. Be thoughtful about where you invest time and money based on the job you are trying to fill. Be willing to adjust if the search is not producing the candidates you need.
- Incorporate passive candidate sourcing into your process. Our EngageHR team has had particular success with this tactic. (Learn how, and how-to at our upcoming sessions Get to Know LinkedIn Recruiter Lite and LinkedIn Recruiter Lite Workshop.)
- Above all, pay close attention to the candidates you have in the queue. According to Glassdoor, the most important positive experience for job seekers is clear and regular communication with potential employers. Your candidate is trying to make the best personal decision, and an employer that provides an honest, transparent understanding of all the relevant factors, including a realistic job preview, has a higher likelihood of being chosen by the candidate.
We’re ready to jump in the trenches with you when you need help! Reach out at 800-448-4584, or info@hrsource.org.