1. Offering Referral Bonuses
By creating a positive and inspiring company culture that encourages employee referrals, they can make up to 40% of hires that a company makes. Employee referrals involve finding potential candidates for an opening by asking current employees to make a referral based on their networks. Some characteristics of a successful employee referral program include:
- Be easy to understand and simple to use
- Transparent communication (employees can check the status of their referrals)
- Rewards such as extra days off, cash incentives, or similar perks
- Recognition for employees who provide the company with successful referrals (eg. mentioning the employees in a monthly company newsletter)
If you are thinking about introducing an employee referral program, Firstbird Buyer’s Guide to Employee Referral Programs explains in detail all the features you should consider before implementing one.
2. Focusing on Employer Brand
If your employer brand is strong to the point where the company is viewed as a great place to work, it will be much easier for recruiters to hire new employees who are qualified for the positions in question. It’s important to understand that a company’s values and corporate mission aren’t enough to bring in qualified candidates for the job. HR managers should assess the current employer brand by focusing on improving the workplace’s negative aspects. This will pay off in the long run as a strong employer brand can help to bring in new talents.
3. Creating and Maintaining a Talent Pool
One modern recruitment solution that has yet to be used by many companies is the creation of a talent pool. It is a kind of database that maintains profiles of workers who have shown interest in a business. Talent pool should include profiles of both potential candidates who haven’t yet applied for an opening position and candidates who applied but didn’t get the job, since they still could be a good fit for another role. The many benefits of building a talent pool include:
- The opportunity to market the business to people within its talent pool, and thus improve the employer brand
- The talent pool database is a starting point when hiring before publishing job ads
- A talent pool is a fantastic way to gain access to passive candidates
- The talent pool created can be taken into account when conducting long-term strategic workforce planning
4. Centering Efforts on Generation Z
Members of the Generation Z (GenZ) are individuals who were born between the mid-1990s and 2012. In the coming years, GenZ is going to become a sizable portion of the workforce. Recruiters should keep it in mind when considering different recruitment strategies. Some of the characteristics of GenZ individuals include:
- They are tech-savvy and spend a significant amount of time on digital devices
- Since they have spent a lot of time on video via Skype and similar services, they know how to present themselves on video
- When searching for the right job, they greatly value job security and company’s culture
When recruiting candidates from Generation Z, some recruitment techniques to consider include:
- Reaching out to them on the social media channels where they spend a substantial amount of their time
- Avoiding lengthy job descriptions and replacing them with video descriptions
5. Social Media Recruitment Strategy
As touched upon previously, a significant sum of the workforce spends time on social media platforms like Facebook, Twitter, Instagram, and LinkedIn. Moreover, more than 50 percent of all job seekers believe that social media networks are the most reliable tool for finding jobs. To use a company’s full potential in recruitment, recruiters should craft a strong recruiting strategy for social networks. Some social media recruitment techniques include:
- Use these platforms to build talent databases or to advertise openings at the company
- Invite your current employees to post open positions on their personal social media accounts
With Firstbird, employees can share jobs with just a few clicks and can help recruiters to find the best talent.
6. Implementing Onboarding Into the Recruitment Solution
While the onboarding employees occurs after making hires, prospective employees will likely know if a company has a reputation for performing poorly with onboarding. Current or past employees who have had bad experiences with the onboarding process can easily post reviews and comments on Glassdoor and similar forums, which is why the company must strengthen the onboarding process.
7. Looking Into Programmatic Job Advertising
Programmatic job advertising is a relatively modern form of advertising and it is particularly beneficial for larger companies with hundreds of applicants, numerous open positions, and several hiring managers. It involves buying and publishing job ads via software that are combined with specific candidates’ requirements. This recruitment strategy is highly effective because:
- It uses powerful algorithms and web browser data to show the right job ads to the desired candidates at the best times
- Recruiters can see how the ads performed by viewing the analytics and therefore optimize the job ads until they provide the results the company is looking for
8. Spotlighting Top Employees
Since top talents attract top talents, the company can become more appealing for prospective candidates by spotlighting top employees whenever possible. Show your potential candidates that working with the company will allow them to work with highly talented and experienced individuals.
- Top employees could create testimonials that can be posted to the company’s website and any social media platforms the business is on
- Having top employees represent the company during recruitment adds authenticity to the hiring process: take them to recruiting events at colleges and career fairs
Due to the ever-changing nature of employee recruitment, recruiters will have to face and eventually learn how to navigate many future challenges. To make sure that the company’s employer brand is more attractive when compared to the competition, it’s important that the recruitment team is agile and can react quickly to new recruitment trends in the years to come. COVID-19 pandemic has brought to light some of them:
- Flexible work arrangements: younger candidates will want more flexible work arrangements in the future that allow them to get away from the standard nine to five workday
- Smart working: many of these candidates will want to have an option to work from home on some days
A digital employee referral program shows a high degree of digitalisation in your company. If you want insights into the success and use of digital employee referral programs we can guide you through. Firstbird Buyer’s Guide To Employee Referral Programs shows in detail the correct procedure for its successful implementation.