Recruiting the right talent for your organization isn’t easy.  But thousands of recruiters and companies every day are able to successfully find candidates that fit their organizations.That isn’t to say, however, that there are not things that can be improved in their recruitment marketing strategy.

Filling the current open job position is the immediate goal for your organization but the major long term goal for any recruiting organization is to build a recruiting process that makes it so you can consistently fill your open job positions in an acceptable time & price.  There is value in taking a step back and focusing on the levers and processes that you can turn on in your recruiting process that can have great value to you in terms of building your Talent Network and understanding what recruiting channels work best for your organization.

The question is when you are looking at your recruiting strategy today, what levers can you turn on today that can have a great impact on your recruiting?  Here are three ways to get more out of the recruiting initiatives that you already do:

Opt-In Opportunities for Contacts:  Do you currently have a way in your process for candidates to opt-in to your Talent Network for future opportunities?  If not, what’s stopping you?  The minor change of having a quick opt-in form during your apply process can help you capture up to 50% more recruiting contacts for every job distribution campaign you run.  It’s a simple and effective way to exponentially build your Talent Network.

Utilize Existing Contacts:  What good is building a Talent Network if you don’t use it?  It’s important to make sure that you not only can store and house the contacts you collect but search, categorize and utilize them as well.  Whether it’s contacts in your ATS or Recruiting CRM, you need to be able to send customized communications via email or SMS to your best contacts.

Lastly, you need to make it a part of your process.  When a new job opens up, you need to make sending an email to relevant candidates in your Talent Network a step in the process.  It should happen with every job campaign you start.

Collect & Analyze Recruiting Metrics:  Filling jobs is one thing, filling jobs in the most optimized way is another.  For all the jobs you distribute through job boards, social networks, email, etc., you need to have a sense of what specific channels are working and not working in terms of bringing in quality applicants.

Make sure you have a way to collect important recruitment metrics for every recruiting channel you use and most importantly analyze the results.  Increase use of channels that work well and fire the channels that consistently under-perform.

These are just three missed opportunities that recruiting organizations make but there are always more.  I encourage you to take a step back from the daily grind of recruiting and look at what you can do to improve the results of your recruitment marketing strategy!