3 ways to future proof your recruitment strategy
Recruitment by nature tends to be reactive. Even if the person leaving gives you a full 4 weeks’ notice, a month is still not a lot of time to find, screen, interview and vet a candidate – who probably also needs to give notice to their current job! Whilst some things can’t be changed, there are still steps you can take to ensure that your recruitment strategy is proactive rather than reactive and set yourself up for future recruitment success!
1. Build a Talent Pool
What exactly is a talent pool? A talent pool is a database of candidate profiles interested in working for your organisation. A talent pool will drastically reduce your time to hire and save you money. Instead of having to start the recruitment process from scratch each time you have a role to fill, you have potential candidates already at your fingertips.
How can you build your talent pool? One easy step is to ensure you have an option for candidates to submit an expression of interest via your careers site. This will also mean you don’t miss out on any good candidates for your pool just because you don’t have a relevant vacancy at that time. If you have the budget, investing in an ongoing attraction strategy such as a Facebook or Google advertising campaign will ensure a steady stream of candidates. This is an especially effective strategy to build a pool for roles you are regularly recruiting for. Finally, make sure that as well as vetting the candidates in your pool and categorizing and tagging them, you keep them engaged with regular email updates so that when a vacancy does arise, they are primed.
Managing a talent pool can be a challenge – it’s possible to do manually but it’s a lot easier if you have software to help.
2. Develop your Employer Brand
Your employer brand is a crucial piece of the recruitment strategy, and one that is often overlooked. The way companies recruit candidates has changed, and the introduction of social media and technology means candidates can easily search and find information about your company. In fact, according to LinkedIn if there is no information about an employer’s reputation online, 73% of job seekers are less likely to apply.
A strong employer brand strategy will help develop your talent pool, improve your brand perception and save you money in recruitment. Developing your employer brand can save you money. LinkedIn data shows that employers with strong employment brands see a 43% decrease in cost per hire. By growing your brand, you’ll spend less money creating awareness for your company, and more time reviewing applications
3. Be strategic about where you spend your advertising dollar
It may seem archaic, but we still see a lot of people sticking with the same media for each and every role they advertise. The days of posting your job ad on one job board and getting inundated with great applicants are long gone. These days, the media landscape is fragmented, with niche job sites proliferating. Candidate behavior is also changing, with many turning to Google, or not actively hunting for jobs at all but expecting to be approached. Having a multi-pronged media strategy which includes targeting passive candidates via social media tailored to each specific campaign is essential to reach the best candidates.
Ensuring you can track the success of your media strategies will help you make accurate decisions in future. Again, a manual process is possible but can be tricky and time consuming. Our software not only gives you great insights into what media are delivering, but our expert advertising team can give you up to date advice and recommendations about where you should be investing your media dollar.
Want to talk to the experts? Get in touch:
For more free recruitment advertising advice, check out our other blog topics at:
New Zealand: talentpropeller.co.nz