Eight Effective Recruiting Strategies for Hiring Top Talent

Hiring the right people is essential to any organization’s success. And when the stakes are that high, there can be a lot of pressure to find top talent and bring them onto the team – fast. 

But finding amazing new co-workers doesn't have to be stressful. After all, the right people are out there and looking for you too! With thoughtful plans in place, your organization can maximize the chance of finding these qualified candidates quickly and effectively. 

Let’s explore eight of the most effective ways you can kickstart your talent acquisition efforts.

1. Post Open Jobs on Social Media

Social media sites like LinkedIn, Twitter, and Facebook are great platforms to reach out to potential candidates. Case in point: Nearly 40 million people visit LinkedIn every week in search of job opportunities. Posting jobs on social media gives recruiting teams the opportunity to network virtually and hold conversations that engage potential candidates throughout the recruitment process.

To make the biggest impact with your social media recruiting, try to be active in other ways on these platforms. You can do this by:

• Posting frequently to make sure qualified candidates always see your content.
• Re-sharing relevant and interesting content.
• Building authority by sharing your opinion on industry-related matters.

2. Establish Your Employer Branding 

Strong employer branding can have a big impact on recruiting and retaining top talent. A positive reputation helps attract quality job candidates and increases the chances of them accepting a position with your company. Half of candidates won’t even consider working somewhere if it has a poor reputation, no matter how much they are offered, according to a Glassdoor report.

With your employer branding, strive to create an engaging and positive image that appeals to potential employees, so you can attract qualified candidates who are excited to work for you. For example, if part of your employer branding promotes healthy work-life wellness, show that in your job listings. In this case, you could discuss how your company offers excellent benefits like flexible hours or unlimited vacation time.

3. Implement an Employee Referral Program

Current employees are a great resource for finding highly qualified and experienced candidates who may not have heard of your company or seen your job postings otherwise. By implementing an employeereferral programs program, your recruiting search is able to tap into their networks and leverage their professional connections. This can help you access a new talent pool, and one where your current employees can typically vouch for the referred candidate's skill set.

To create an effective employee referral program, consider offering employees incentives for recommending quality candidates. For example, you could offer a monetary reward or extra vacation days for employees who recommend a candidate that gets hired. Offering an incentive can motivate your employees to recommend more high-quality candidates from their network.

4. Advertise on Niche Job Boards 

Advertising open roles on niche job boards can be a great way for you to find highly relevant candidates. Niche job boards specialize in postings for certain positions and industries. Because these job boards are more specific, you can target your recruitment efforts toward candidates that meet the exact requirements for your open positions.

Consider posting on a niche job board, like Dice (which focuses on tech jobs),  Dribbble (for designers) or JournalismJobs.com (this one's self-explanatory). These sites can help hiring managers find qualified candidates for specific, niche roles. When you post a job listing on these sites, make sure the listing is as specific as possible. Use keywords that are relevant to the industry, position, and responsibilities so you can find the most fitting and qualified candidates.

5. Revamp Your Careers Page

Your company website, especially your careers page, is one of the first points of contact potential candidates have with your organization. It's important to make sure it's informative and engaging, and reflective of your your employer brand. This means creating appealing content to effectively communicate your employee value proposition, or what sets you apart as an employer. 

A comprehensive careers page can include:

• Position descriptions with highlights of the job responsibilities.
• Required qualifications and expectations.
• Company culture overviews.
• Benefits information.
• Testimonials from existing employees.

Additionally, consider adding a detailed FAQ section that answers common questions about the company and working environment for potential candidates.

6. Write Engaging Job Descriptions 

Job seekers read dozens (sometimes hundreds) of job descriptions. An engaging job description can capture candidates' attention and encourage them to apply. They show candidates what sets your company apart from others to which they're applying. 

Aim to make your job descriptions as specific as possible. For example, you can include salary ranges and benefits. Not all companies do this and sometimes it can deter potential candidates from applying. But salary and benefits are important aspects of an employee's work-life wellness. Including this information helps your potential employees know whether they're a good fit for your company or not.

7. Post Sponsored or Paid Job Listings

Sponsored or paid job ads are a great recruiting tool to increase the reach of your listings. These companies can significantly expand the potential candidate pool for each position you want to fill. These listings can be tailored to find the right professionals by targeting them with location-specific posts and other criteria that match the desired candidate profile, like skills or education.

Consider posting sponsored job listings on these platforms:

• Search engines, like Google and Bing
• Job sites, such as Indeed, Monster, and ZipRecruiter
• Social media platforms, including Facebook, LinkedIn, and Twitter

These platforms can help you cast a wider net when searching for top candidates and increase your chances of finding the perfect fit for your open positions.

8. Attend Local or Industry-Related Job Fairs

Attending job fairs can be another effective way to find potential candidates who may not have heard about your company otherwise. By participating in local or industry-related job fairs, companies can expand their reach beyond their existing networks and connect with new talent.

Job fairs benefit recruiting efforts in two ways:

1. They allow companies to showcase their organization and job openings directly to job seekers in a physical setting.
2. They foster and facilitate networking between companies and potential candidates.

Job fairs give companies the opportunity to establish more meaningful relationships with potential employees. This in-person connection allows companies to discuss job openings and provide job searchers with an in-depth look into their workplace environment, values, and culture. Companies can demonstrate the unique benefits of working for their organization and answer any questions the prospective employee may have.

Drive More Successful Recruiting With a Wellness Program

Today's workforce prioritizes their wellbeing: 81% of employees say their wellbeing is just as important as their salary. Demonstrating your commitment to worker wellness can be a powerful draw for job seekers who are looking for an employer that takes their health and happiness seriously. 

A wellness program can be a powerful way for companies to go about this. It helps your employees access resources that bolster their physical, mental, and emotional wellbeing. This shows your company makes a continued investment in a happy and healthy workforce, helping you stand out in a competitive hiring market.

Are you ready to learn more about how a wellness program can supplement your recruiting strategies to attract and retain top talent? Reach out to a Gympass wellbeing specialist today. 

References

• Cohen, T. (2020, October 28). How LinkedIn is Helping Millions of People Get Back to Work. Retrieved May 1, 2023, from https://blog.linkedin.com/2020/october/29/how-linkedin-is-helping-millions-of-people-get-back-to-work. 
• Forbes. (2023, March 20). How HR Leaders And Recruiters Can Make The Most Of A Job Fair. Retrieved May 1, 2023, from https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/03/20/how-hr-leaders-and-recruiters-can-make-the-most-of-a-job-fair/?sh=2a24d1a33133. 
• Glassdoor. (n.d.). 40+ Stats For Companies to Keep In Mind for 2021. Retrieved May 1, 2023, from https://www.glassdoor.com/employers/resources/hr-and-recruiting-stats/.
• LinkedIn Talent Solutions. (n.d.). The Ultimate Guide: Using Social Media to Recruit. Retrieved May 1, 2023, from https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/socialrecruitingstarterkit-en-final.pdf.
• Patton, E. (2019, April 10). 6 Tips for Effective Employee Referral Programs. Retrieved May 1, 2023, from https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/6-tips-for-effective-employee-referral-programs.aspx.