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How to Create a Recruitment Strategy that Attracts Top Candidates

Have you revisited your company’s recruitment strategy lately? While efforts to inform job seekers of vacancies in your organization and actively messaging potential candidates online are part of any company’s strategy, these methods can only do so much. Actively convincing candidates to apply is just one way. But, have you thought of adding a more strategic approach, which is creating a recruiter brand that’s irresistible to jobseekers far and wide? 

Tweaking your recruitment strategy to make candidates flock to you will entice the best potential employees to want to be in on the company you are recruiting for. A good recruitment strategy not only involves creating an iron-clad recruitment process but also making sure the company maintains an amiable recruiter brand. Know how to attract top candidates by being a step ahead in painting a good recruiter reputation. Here are some suggestions on how to improve your recruitment strategy, both in targeting candidates and attracting them to be onboarded. 

Create a competitive yet standout compensation package. 

The foremost route recruiters go with is to package a compensation they think their candidates will enjoy once they pass the hiring process. But if what you offer is no better than the next job posting, job seekers might not even consider taking a shot with the organization you are hiring for. Take note that it’s not always monetary figures that could attract potential hires. Sometimes what comes with the salary is what seals the deal. 

Talk to your client’s talent acquisition team or help them research current figures on salaries for the jobs they want to fill. Moreover, it would help if the compensation package that they are offering includes things that will certainly catch even a current employee’s eye: travel opportunities, an enticing health insurance program, flexible schedules, and so on. Some companies have even thrown in gym memberships and streaming subscriptions for their potential employees. Though these may sound trivial, they don’t only show the fun side of the organization you are recruiting for, but it also indicates that the company is in touch with the wants of someone in the 21st century. 

Go beyond location. 

If there’s anything the pandemic taught the professional world, it’s that the work-from-home setup works. Online structures such as timekeeping apps and productivity monitors made it possible for offices to work beyond the confines of the brick-and-mortar location. Consequently, it showed that location is no longer a hindrance for the best employees to perform. As a recruiter, this opens a lot of opportunities for you in building the best team for the company you are recruiting for. 

By this time, your company should have created an efficient recruitment process through a string of online tests and conference app interviews. Be open to still use this process after the pandemic to screen interviewees who are willing to do a work-from-home setup. The best candidates may also be in the form of freelancers or contractors, and often a lot of them thrive in the work-from-home setting. As long as your out-of-the-office processes and structures are in place, you can hire the best candidates and let them work wherever they may please, as long as they don’t miss deadlines. 

Build a strong company culture. 

Creating a strong company culture makes the organization a haven for potential hires. If current and former employees only have the best things to say about how the company is run, you’ll soon find that the best candidates would like to work for them. Having a good reputation in taking care of the workforce is a great recruitment strategy in itself. 

Take a look at these examples of how an organization can build their company culture: 

  • Put a premium on professional development. When employees see that their company mentors are invested in making them the best in their field, they won’t only stay but speak praises about how they are treated. Hold workshop days once in a while, or allow employees to apply for sponsorship for seminars and conferences. After all, the skills and knowledge they’ll gain will be first applied within the company. 
  • Opt to promote the best employees. Many top candidates are interested in climbing the corporate ladder. Show them that they can do so in your company by promoting your employees rather than outsourcing for higher positions. This strategy also champions professional development because employees are given a chance to explore their capabilities by stepping up in the company. The best candidates know they have what it takes to climb up, too, and would like to try it out in your organization. 
  • Give opportunities to work on various projects. When employees are invited to take their skills to a new environment, they develop excitement over new growth opportunities. This diversity in contributing to the company and bringing their skills to other means of service is enticing to top hires, too. The work environment is seen as engaging and challenging. This exciting professional environment will make top candidates wish they worked for your company. 

As a recruiter, these are some essential points that you can communicate to your clients to help build a stronger recruitment strategy and to better assist them in acquiring the top talent for their job openings.

A great recruiter brand is the best recruitment strategy. 

When all is said and done, what potential hires know or will find out about your company can still be the specific reason why they would or wouldn’t even bother to apply. Even if your company’s name is tied to a single negative review, this can be blown out of proportion if unactioned. You can still lose the chance to acquire more employees, especially the best ones. 

There are many ways to build up your company’s recruiter brand. A strong online presence is, of course, mandatory. Make sure your organization has a presence, especially on social media sites where any jobseekers go. You may also ask for reviews from candidates who just finished with the hiring process, especially if you feel they went through the process smoothly.  

Once you have a good number of positive reviews, highlight them on your company website and social media accounts. By being keen on what is posted about your company online, you are making sure that potential hires, especially top candidates, are piqued with interest to respond to job openings your team is recruiting for. 

Highlight the positive, address the negative. 

Building your recruiter brand requires proactive effort. There has to be balanced attention in generating positive content and addressing negative feedback. But when it comes to online reviews, it’s negative ones that are written almost automatically. Between a disgruntled and a successful applicant, it’s the former who would write a review, but it’s the latter that you’d wish will speak up. How can your company strike a balance in handling negative reviews and highlighting the best recruitment experiences? 

Great Recruiter’s reputation and experience management tool will help your company handle any negative feedback about your recruitment process. Through the tool, you can immediately get feedback, be it positive or negative, learn from past mistakes, and respond to negative reviews to show that your company is doing something about some mishaps. 

This intuitive reputation management tool will give you a hand in generating and gathering real-time reviews. Candidates are invited right away to give a review of the recruitment process, so you can immediately apply changes to your process if necessary. Your company can also make good use of positive reviews right away, fresh from the candidate and into your social media platforms.

If you think your company will benefit well from Great Recruiter’s proactive approach, book a demo now

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