Go in hard, go in fast and get that top talent you want for the job. But wait. Where’s the recruitment strategy?
In life or profession, what’s constant is change. So, it’s natural what worked for you last year might not cut it in 2024.
A clear example is the adoption of artificial intelligence in recruiting in just the past year.
It only goes to show how important it is to stay atop of the latest trends in the industry to assure you develop effective recruitment strategies.
This artiles dives into the most prominent strategies that you can use in 2024 to discover top talents and scale your recruitment journey.
Top 10 Recruitment Strategies for 2024
1. Enhance Your Employer Branding
A robust employer brand is crucial for keeping current employees motivated and engaged. Start by developing an Employee Value Proposition (EVP).
This succinctly communicates why someone should want to work for your company and clarifies your mission and goals.
A well-defined EVP has a significant impact on both current and future employees.
Studies by Willis Towers Watson indicate that companies who have a positive outlook towards EVP are 93% more likely to financially outperform their competitors.
By ensuring a clear strategy to build a positive employer brand is followed in the company, you cannot only attract top talents but also turn your existing employees into brand ambassadors.
A testament to this is the study conducted by Glassdoor that showed 75% of active job seekers are likely to apply for a job if the employer actively manages its employer brand.
This has only grown in time with applicants relying on social media and company review platforms to learn about the company's culture, vision and mission, among other things.
This highlights the critical role employer branding plays in attracting top talent.
Another example is Google. Google’s “Life at Google” Instagram account showcases employee experiences, office environments, and the company culture.
Through posts and stories, employees share their day-to-day activities, achievements, and even bring their pets to work, providing a transparent and engaging glimpse into life at Google.
Basically, your recruitment process needs to have a positive employer brand at the centre.
2. Practice Accessible Recruitment
Accessible recruitment can be explained as an inclusive process that ensures equal opportunity for all individuals.
This includes those with disabilities and underrepresented groups.
Such practices focus on removing hiring barriers related to race, gender, religious beliefs, sexual orientation, and physical or mental conditions.
Moreover, companies should put accessible recruitment first not just to comply with legal obligations (FYI: unfair hiring practices are a criminal offence in countries like the US and UK, among others) but also to embrace the many benefits of diversity that comes with it.
Further, an inclusive recruitment practice allows potential candidates from varied backgrounds to be supported and given equal opportunity to apply for open positions.
Plus, don’t you want a diverse talent pool that you can tap into any time and find qualified candidates effortlessly?
Well, with accessible recruitment you can gain innovative perspectives and boost decision-making and problem-solving capabilities, which enhance your talent pool in the long run.
An accessible recruitment process also boosts employee engagement and retention.
It builds a supportive and inclusive corporate culture.
For qualified candidates with disabilities, these practices are vital to overcoming employment barriers and reducing discrimination.
Prioritizing accessibility, whether in screening, interview process, or onboarding, not only supports disabled communities but also strengthens overall organizational health and corporate responsibility.
It is amongst the most creative recruitment strategies that must be incorporated by every recruiter.
3. Take Advantage of AI in Recruitment
Beyond automation that you must already be using in the form of ATS and other tools, the advent of artificial intelligence in the recruitment process has clearly propelled the talent acquisition functions multifold.
Whether it’s developing detailed and culturally accurate job descriptions or discovering the qualified candidates from a pool, instantly, there are a ton of ways hiring managers and recruiters can incorporate AI in the day-to-day recruitment processes.
So, the question is – is your recruitment strategy AI enabled?
Next, one cannot deny that attracting the right candidates while minimizing irrelevant applications is also crucial.
When compared to traditional job ads that often fail to communicate effectively, AI can optimize job ads, provide writing tips, or even draft them.
Moreover, chatbots and matching technology can direct candidates to appropriate roles and assist even during pre-screening.
All the more reason for you to go AI.
Skima’s AI technology also ensures that no qualified candidate goes unnoticed.
Many candidates manipulate their CVs with keywords to stand out, but this can lead to missing genuinely qualified individuals who haven't used the "right" words.
Skima AI reviews the entirety of candidates' documents, focusing on their actual skills and experience.
4. Passive Candidates Are Equally Important
Seeking active candidates is certainly a task but passive candidates actively seeking new employment although they already hold jobs, streamlines your recruitment efforts evenfurther.
These individuals are not desperate, but have a long-term career goal.
This makes them ideal for roles that require continued commitment.
Not saying that active candidates are any less, passive candidates typically engage in thorough research before considering new positions and make informed decisions before applying for a job.
Their career moves are deliberate and well-considered, aligning with recruiters’ preferences.
Since passive candidates have a secured job already they are honest about their career goals, which are clearly communicated and aligned with their professional aspirations.
Moreover, passive candidates are less likely to accept positions merely for financial gain, focusing instead on roles that truly match their skills and interests.
Hiring passive candidates can help companies gain faster return on investment due to their established experience and lower need for extensive training.
Their industry reputations and expertise often translate into higher productivity and positive impacts on company performance.
So, assure that you reach out to passive candidates too while recruiting for a position.
5. Use Your Talent Pool Efficiently
Relying solely on job boards every time there is a new job requisite can be fatal for your recruitment journey.
Building and maintaining a talent pool can help you battle the snail paced sourcing process and quickly gather the most fit candidates.
As we discussed earlier, a diversity hiring strategy grows your pool with qualified candidates from varied backgrounds.
Although you may, at some point, have had to say NO to them, you can always reach out and confirm if they wish to apply for a new position that opens up.
It’s simpler and more effective than waiting on applications.
There are chances that your candidate pool is riddled with multiple candidates in different fields.
Here, using a tool like Skima AI can assist you in quickly identifying the top picks from your database based on the job description.
Skima can screen tens of candidates profiles instantly and offer a vivid and data driven result of the top performing candidate profile for a said role.
6. Don’t Just Collect, Act on Candidate Feedback
Gathering candidate feedback, particularly during exit interviews and rejections is a stand process but do you act on it?
Employees who are leaving your organization can give insights into both the strengths and weaknesses of your recruitment strategies.
Their perspectives can illuminate areas that require improvement.
They can provide a clearer understanding of what aspects of your recruitment process are effective and which ones are falling short.
This feedback is invaluable, as it can reveal patterns or recurring issues that might not be apparent from an internal perspective alone.
By following a systematic approach to gathering and analyzing feedback, you can identify trends and implement focused improvements.
This proactive approach helps you to enhance the overall candidate experience too.
7. Use Videos
A video-based recruiting strategy offers numerous tangible benefits.
Companies embracing video tools for employer branding are 75% more likely to attract top talent faster.
Implementing video interviewing tools leads to a 2.7 times improvement in cost per hire annually, reducing recruiting expenses significantly.
Moreover, job postings with videos attract 12% more views and boast a 34% higher application rate, making them essential for standing out and engaging potential talent.
Millennials are the largest workforce demographic that heavily consume online video content.
Thus, making video recruitment essential for appealing to this generation's preferences and habits.
With video in recruitment strategies, you can effectively engage top talent, reduce costs, and adapt to evolving workforce preferences.
8. Create Exciting Employee Referral Programs
Who doesn’t want to ease their workload?
Quick tip - Implement an employee referral program that they are truly excited about.
For example, consider offering substantial bonuses for hard-to-fill positions and incentives for referrals from underrepresented groups.
Rewarding employees who refer multiple successful candidates can further motivate participation.
An exemplary referral program could involve experiential rewards like all-expenses-paid trips or exciting gadgets rather than just cash incentives also.
ERPs are more than just job posters and announcements.
Use team huddles, screensavers, and public recognition to promote the program effectively.
Clear guidelines outlining eligibility criteria, reward structures, and communication plans are also crucial.
Moreover, to truly gauge effectiveness, track key performance indicators such as referral rates, time-to-hire, and quality of hires, adjusting the program as needed for optimal results.
9. Use Specific Job Boards
The traditional recruitment methods of sourcing from the most common job boards can fall when looking for top talents.
Thus, exploring unconventional avenues can unearth hidden talents.
Choosing specific job boards tailored to niche industries or skill sets can yield promising candidates who align closely with your requirements.
These platforms naturally filter out mismatched applicants, streamlining your search for the perfect fit.
So, keep abreast of emerging trends and platforms in recruitment to stay ahead of the curve and maximize your talent acquisition efforts.
10. Work on Building Better Candidate Experiences
Last but certainly not the least, developing a positive candidate experience throughout the recruitment process is paramount, specifically because it directly impacts the success of your talent acquisition efforts.
A positive candidate experience does both - enhancing employer branding and building goodwill and loyalty among applicants.
Consider keeping your communications with applicants transparent.
Also, provide timely feedback, and focus on developing a seamless application process.
This shows your commitment to valuing candidates' time and efforts.
End Note
Now that you have a perspective on how to enhance your recruitment strategy to hire top talent in 2024, it's time for implementation. Start by reevaluating your current recruitment process.
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