Your Recruiting System | 5 Strategies to Attract Top TalentJune 22, 2021
Paylocity explains five strategies to attract talent through a recruiting system. Learn how an applicant management system can help organize processes and strategies.
When you consider your recruiting system, you need to be clear about the strategies that you use to engage new employees. Your applicant management system can help you organize the process, but the strategies that work well for your company need to be individualized to meet your needs. There are many popular recruitment strategies and you can get creative with yours. The best methods for your company will focus on finding the right candidates to add to the company culture. The focus in recruiting isn't only to find the best candidates. It's about finding the right candidates for your industry and the growth of your business.
There are two main sources for recruitment: internal and external. Internal recruitment is your strategy to promote and recruit from within. Part of the process is in understanding the strengths of your individual employees to help them grow into positions within your company throughout their careers. Another aspect of your internal recruitment process includes things like your onboarding process and employee engagement. When you consider this aspect of your recruiting strategy, remember that your employees can be the best resource to find new talent. Recommendations from staff can bring in a wealth of great candidates. High employee satisfaction is also a major consideration for new hires when they're researching your company.
Your external strategy includes all of the ways that your employer's brand speaks to the job market in general. For a recruiting management system to work well, most companies use both external and internal recruiting strategies.
What is recruiting?
Recruiting is the process of hiring new candidates, but it goes much deeper than that. The definition of recruitment is the act of finding people to join an organization or support a cause. But the business definition is much wider. It's the process of finding and attracting candidates (marketing), screening (interviewing and assessing their experience), and onboarding (training candidates and supporting them as they adjust to their new role).
Successful recruitment is not a simple task. For people outside of HR, finding employees seems straightforward. You weed through resumes, choose the right applicants to interview, and then offer the position to one of them. But that's not all that you're doing. You don't want to just hire someone to fill a position. You want to hire candidates who will enjoy the job, contribute to your team, and grow with your company. Employee turnover costs companies a great deal in training, time, and money.
If you approach recruiting as a long-term strategy, you're more likely to find the right employees to grow with your company. For many businesses, recruitment is only considered when new talent is needed to scale the business, or when one employee leaves and there's an open position to fill. Organizing your recruitment strategy that way is less effective. You're reacting to situations as they happen, rather than planning for growth.
We've talked on our blog about the 5 Tactics to Hire Long-Term Employees. Here, we'd like to concentrate more on specific strategies and the stages of recruitment.
5 strategies to attract top talent
When we look at hiring long-term employees and ways to attract top talent, we often center on things like building your employment brand and assessing your own company. When you're looking for strategies to attract top talent, however, you want some actionable way to find and source the right fit.
Here we'd like to list some excellent strategies to help you in your talent search.
- Use Your Social Media/Website: These resources are the best places to advertise new openings at your company. Most candidates will go to your own company website to research. This gives you the perfect space to clearly showcase what the job is, the benefits of working with your company, and your preferred method to have candidates contact you. Your social media is another great source to get the word out. Candidates will often follow companies that sound like a good match for their skills. And many of your current followers may know someone who's looking or share an opportunity to get more eyes on your listing. Today, most people expect a good company to have an updated website. Generic job boards have also fallen prey to scam ads, so candidates will follow up on your own site to make sure the job listing is credible.
- Advertising on Specific Sites: Job board sites can get the word out about your position and might be an excellent place to place ads for entry-level jobs. You might also consider industry-specific sites, industry publications, and job boards where many people in your field would see the listing.
- Recruiting Management System Database: Your recruitment management system should allow you to store information on past applicants. This can be an excellent place to look for new candidates to reach out to. Remember, these applicants may already have positions elsewhere. But, if they were interested in your company in the past, they may still be interested in new opportunities.
- Employee Referrals: Your employees are your biggest asset in more ways than one. They often have many contacts within the industry. Employees are also more likely to be careful about who they refer because they feel that it reflects on them. This means that you're getting candidates who are already pre-vetted by someone in your company. HR still needs to vet the candidates but it's a good indication that they are personable and professional.
- Recruitment Events: Job fairs, local college or high school events, and industry recruiting events offer a wealth of entry-level applicants. Even if your company is only hiring for a few positions, it's a good idea to attend these events. It lets you build a pool of contacts to consider for future openings and gets your name out there so new professionals are aware of your company.
What are the 7 stages of recruitment?
Many companies break recruitment down into seven steps or stages. This can get you from assessing what your company needs through onboarding a productive employee.
The seven stages of recruitment are:
- Assessment of Your Business: You need to identify why you're hiring and what you need. Are you hiring because your company is growing, because you have employees leaving or retiring, or because you need new talent to pivot in a new direction? Consider what you need the employee to accomplish before you start the recruitment process.
- Develop or Edit the Job Requirements: A lot of companies use the same job ad for many years. It's worth your time to reassess job postings every time you're hiring. There may have been changes to the position that you're not aware of and you want it to be as accurate as possible.
- Decide Which Recruitment Strategy to Use: You might use different strategies depending on your needs. For instance, if you're hiring for a higher-level position, you might want to look at your existing staff first to promote from within.
- Screening Resumes and Applications: Develop a shortlist of prospective candidates and schedule interviews.
- Interviewing: The interview process allows you to meet with candidates in person. You may schedule one or several interviews.
- Hiring: The sixth step is offering the position to your choice of candidate. In the case of negotiations, all communication can be easily tracked within the platform.
- Onboarding: The onboarding process is where you lay out what's expected and help the new hire get acclimated with the job and company.
The recruitment process isn't only about filling one job. Your company should consider recruitment and onboarding to be ongoing processes that help foster employee growth throughout their time with your company.
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