Recruitment offers HR departments plenty of challenges these days. Recruitments are wider than ever before, and recruiters often face difficult time crunches and an overwhelming amount of data to sift through – while also pressured to expand sources to find the greatest talent available. If your hiring strategy is being pulled in different directions and is in danger of ripping, it may be time to modernize your system. Here are a few ideas of how to keep on top of today’s challenging recruitment processes:
Use a Tracking System: If you do not already use a software tracking system for your recruitment system, it is time to upgrade. Spreadsheets and simplistic data management is no longer enough to manage potential employees. Like customers, recruits need full profiles that include all information available about them and their relationship with the company. These profiles need to be closely tied to the recruit’s position without the recruitment project so that all HR workers can see at a glance what stage the recruit has reached and what decisions currently need to be made regard their status. With so many hosted options available for tracking today, there is no reason not to use such a handy system.
Invest in Social Media: Social media can help your recruiting efforts, but only if you are willing to properly invest enough time and resources in social networks. Closely managed your Facebook and LinkedIn accounts. Participate in discussions, seek out potential talent, and regularly post about important industry trends or business news. The more you become involved, the more easily you will find and connect with recruits. Again, there are plenty of software solutions and vendor platforms available to manage social media if you do not currently have enough time to invest.
Choose Your SEO Carefully: Job descriptions are more of a science than an art in this digital age. You need to create a job announcement and job description that utilize several important keywords to describe the position and allow potential recruits to easily find it through their own searches. It is a good idea to create several keyword combinations before making your job description, then make the description based around these words – and any legal requirements your company may have regarding job postings. It is a good idea to keep a database of landing pages for entry-level positions so you can access and repost them whenever necessary.
Creating Resume Filters: Resume filters are a common part of today’s tracking systems and can make a recruiter’s job much, much easier. Robust filters quickly search through resumes and applicant information to note any important keywords and qualifications. Applications can then be swiftly graded and passed onto a smaller pool, or discarded. This type of system works best when you use a full online application form that requires recruits to provide certain types of information, but it can also scan a more traditional resume if necessary.
Try Gamification: Gamification refers to any contest or interactive activity that can be used to spot the most likely recruits. The most simple systems give recruits a simulation of real tasks that they must perform. However, a little imagination has yielded many more innovative options, such as virtual office tours, hidden job postings that reward persistent recruits, and challenges that encourage applicants to solve a particular puzzle or problem. This allows you to target key skills and find the most ambitious recruits.
Use Modern Technology to Make Real Connections: Whenever possible, hold real discussions with recruits. Use mobile technology and web conference capabilities to gather and interview your top talent options, no matter where they are.