Recruiting has never been as challenging as it is today. If you want to find the best candidates, you need to be creative and try some new, innovative recruitment methods. Doing so shows applicants that you’re an exciting organization to work for, that you welcome technological advances, and that you attach great value to the candidate experience. Here are some tips to improve your recruitment process in this new era of candidate recruitment.

Use Data to Hire Potential Candidates

In prioritizing recruitment methods, this should be the first on your list. To find out whether or not the recruitment methods you’re using are getting the desired results it is a good idea to start analyzing data. Determine which source that your applicants primarily use to apply are they going directly to your website or using an online platform to search? Second, determine which platform produces the most successful hires? Third, determine how long the hiring process is for your organization until an individual is hired. Where are the areas that could be improved upon or stream-lined to become more efficient? Having a thorough understanding of these topics will help optimize your recruitment process. Using data-driven metrics is a recruitment strategy can give you great insight on which parts of your hiring strategy work well, and which ones need to be improved. Paying attention to your HR analytics and using data-driven recruiting has proven to improve some of the most important hiring metrics such as time to hire, cost to hire, and quality of hire.

Applicant Tracking Systems

For recruiting to be more strategic it is necessary to identify your organization’s current and future goals. Keeping in mind that current and potential future skill gaps should be identified. Based on the results human resource teams should plan their hiring efforts to support business growth. The benefits of using an Applicant Tracking System are an improved candidate quality. An ATS can quickly review current and prior candidates by accessing an applicant’s skillset and rule out bias. Most ATS’ incorporate automation making it easy to follow up with potential candidates so that communication remains consistent throughout the entire interviewing process. Overall, Applicant Tracking Systems allow for a better candidate experience that will set your organization apart from the rest.

Social Recruiting

Social recruiting goes beyond posting current open positions on your organization’s social media accounts. You can use social media to proactively search for potential candidates, build a relationship with them, and encourage them to apply for open positions. With all the possibilities that social recruiting offers it has become one of the top recruitment trends. Using your organization’s social media platforms is a good opportunity to engage passive candidates. Research has shown that only about 36% of potential candidates are job seekers. However, more than 90% of them are interested in hearing about new job opportunities. The possibilities of social media are endless and now go far beyond the ‘big four’ (Facebook, Twitter, Instagram, and LinkedIn). Recruiters are starting to think outside the box and are using social media platforms more so than in the past.

As a human resource recruiter or manager, building relationships is key. When you’re able to establish genuine relationships with applicants, they become excited about your organization’s values, and goals and new hires become invested in the organization, encouraging them to stick around longer – allowing your organization to become more productive in a competitive workplace. Improving your organization’s recruitment practices will result in improved talent and better hiring practices shedding a positive light on your organization.

References: Harver, Talent Lyft