How Recruiters Can Revamp Their Hiring Strategies

How Recruiters Can Revamp Their Hiring Strategies

Today’s employers are facing a tough talent shortage. In the U.S. alone, the number of unfilled jobs rose by 117,000 to 6.94 million from June to July 2018, based on data collected by Gartner. This means there is tough competition for talent, and hiring managers need to adjust their strategies accordingly.

Recruiters have a multitude of tools in their arsenal as they wade into the battle for today’s top talent. Technology solutions, employer branding, and outsourcing all help revamp a hiring strategy, refreshing it for the digital era. Let’s take a closer look at some of the top tips.

Leverage HR Technology

There is a myriad of factors that impact time-to-hire. Recruiting professionals have a variety of tools at their disposal that enables them to scale recruiting activities and make data-driven decisions. Investment into a technology solution can help provide a streamlined, end-to-end recruiting experience. Recruiters have to ask themselves, “How can I make the candidate experience more impactful?” Tools like human capital management systems empower recruiters to take a data-driven approach at each step of the process, from a targeted candidate sourcing campaign to a personalized onboarding process.

It’s important to note that technology is intended to supplement a recruiter’s existing skill set, rather than replace it. Digital tools may provide the framework, but it takes a perspective from a living, breathing human to create a story from the data provided. Efficient and collaborative hiring is the future of recruiting, and there is no shortage of technology solutions to augment human expertise.

Build a strong employer brand

According to data from CareerArc, 96 percent of companies believe that their employer brand and reputation directly impact talent acquisition and overall revenue, but only 44 percent are actively monitoring that impact. Recruiters are like marketers in many ways, most notably in the sense that they are responsible for attracting talent to an organization through a consumer marketing strategy.

Hiring managers have to invest in developing a strong employer brand that resonates with candidates and current employees. This is especially important when considering the pivotal role an employee plays in representing a company outside of the office. Managers should build a workplace culture that makes workers act as advocates for a brand, not as critics. An investment into an employee advocacy tool helps create a centralized content hub where employees can gather to find company content they can share to their personal social accounts, thus amplifying the reach of a recruiting team.

Outsource as needed

The hiring process can be a long and arduous journey for a recruiting team. The nuances of more specialized roles such as an executive search can sometimes progress beyond internal expertise. Some of the world’s biggest companies hire external talent solutions partners, not to circumvent their recruiting and HR employees, but rather to provide support and guidance throughout the lifecycle of some of the most critical hires.

A hiring strategy is what helps companies win the race for talent against their competitors, whether they’re looking to hire for an entry-level role or fill a spot in the C-suite. The ways companies employ technology is changing the way hiring teams construct and deploy recruitment marketing strategies.

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