How to Take Your Recruitment Process From Good to Great

Starting the new year with a positive article from Uptowork giving you some tips on how to take your recruitment process from good to great. 

Here you are again – a vacant position has opened up at your company.

You know how much potential that empty spot has if you could just fill it with a talented candidate. But, even with your recruiters on high alert, they cannot seem to attract or retain the rockstars.

What gives?

If you find that you have to fill positions every few months, or that you’re wasting your time with bored and incompetent hires, that means your recruiters aren’t prepared to deliver.

That’s because there is a good chance that they are falling victim to a few common pitfalls that defeat the efforts of even the best recruiters.

The good news is that the solution to this problem is quick, easy, and cheap, and the payoff is off the charts.   

How to Personalise Recruitment for Greater Candidate Interest   

One of the biggest pet peeves that highly-talented candidates cite most is the inability of a recruiter to treat them as individuals.  

There are many mistakes recruiters make when considering how to attract talented employees, but an impersonal approach causes you to lose talent while weakening your brand.

So it’s important to make sure that your recruiters are familiar with the position and the function of the corresponding department.

One of the first things you’ll want to do to train recruiters to personalise their approach is to encourage them to liaise with the team leaders and top performers in the department that is recruiting.

Train them how to analyse top performers to gain insight into daily tasks, best practices, and office culture. Give them the opportunity to look over the CVs of candidates who failed to get the position in the past so they compare the best with the worst.

And finally, train them to talk to team leaders and heads of departments for insight so that they won’t appear uninformed during an interview with top talent.

How to Leverage LinkedIn to Find Passive Talent

One of the best places to look for passive talent is on LinkedIn. That’s because the social site now boasts nearly 130 million professional users in the US alone.

Think about it. Talented candidates already have jobs. They aren’t going to visit job boards, and they are only going to jump on exciting, well-written job offers.

When we put together our team at Uptowork, we looked exclusively on LinkedIn for passive talent .

So, training your HR staff to use LinkedIn should include:

  • How to write attractive job offers aimed at talented candidates.
  • How to target talented candidates through keyword search.
  • How to create a database of niche candidates on LinkedIn to manage potential leads.

If your staff knows how to do these three things, you won’t mind if they spend half of their day playing around on a social medium platform.

How to Shorten Your Process for Better Results

Probably the number one problem with recruitment processes today is that they are too long.

Think about how long it typically takes you to go through all of the stages of a talent acquisition process. Got the number? If it takes longer than ten days, you’re not going to snag the best talent.

That’s because it only takes ten days for talent to leave the job market with a new job.

So, how do you reduce the time it takes to go through an entire recruitment process?

Start by training your recruiters to treat incoming CVs like hot sales leads. If they don’t follow up right away, they aren’t going to get the candidate.

If you’re a large corporation that receives an average of 250+ responses to a job opening, then you may have a hard time getting recruiters to address every CV promptly.

If you haven’t implemented Applicant Tracking System (ATS) software yet, it’s probably time to do so. And when recruiters are in the initial phase of scanning and selecting CVs, make sure that they know the end game isn’t to fill an empty desk – it’s to retain a talented candidate.

The second thing you’ll want to do is to insist on short turnaround periods at two crucial stages of the process. Once a hiring manager accepts an applicant for an interview, recruiters should contact them immediately and set up an interview for the next day.

You should allow recruiters to make exceptions if the applicant requests a different time for their interview.

After a candidate is accepted, recruiters should have an offer prepared within 24-hours of the decision. Having an offer ready to go will reduce the chance of a talented candidate getting poached by competitors or having a counteroffer ready in advance.

Key Takeaway

Your HR team has a lot of power. A good HR team can bring in highly talented candidates, but they can’t always hold onto them.

The best HR teams know how to run a recruitment process that attracts and holds the interest of the most talented candidates, resulting in a hire that benefits the entire company perpetually.

All it takes is an investment in training and the know-how to make a good team great. 

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