5 effective recruitment strategies
by Heat Recruitment
Are you using the best recruitment strategy for your business?
There’s no one-size-fits-all approach when it comes to recruitment, and there are a plethora of different factors which will impact the success of different approaches – from ever-changing political climates to sector-specific trends and skills shortages. However, with some careful planning and a little trial and error, we’re sure that one of these five effective recruitment strategies will work for you.
Recruitment strategy #1: Succession planning
When it comes to growing your team, it’s not always necessary to bring in external talent to your business. Succession planning is all about indentifying, nurturing and upskilling your workforce so that you’re able to fill leadership positions in the future.
First, conduct an audit of your internal talent pools. Next, you’ll need to ensure all job descriptions are clear, with measurable goals or targets to assess performance. Although these will need to be fluid and able to adapt with the company’s evolving needs, they will form the basis of your programme. You’ll need to re-evaluate all aspects of the scheme each year to ensure it’s still beneficial for the business.
Recruitment strategy #2: Social media advertising
Recruiting on on social media is a cost-effective way to increase job visibility, improve awareness of your brand and shorten the hiring process. Posting job adverts on Facebook can be useful to target specific groups or pages that will help you to spread the word, but it’s nowhere near as effective as LinkedIn. In fact, 87% of recruiters agree that LinkedIn is the most powerful social media platform for recruiting new staff, followed by Facebook.
When you advertise a job on LinkedIn, you’ll be asked to set a daily budget which is linked to the approximate number of applicants that will view the advert. There’s a simple, pay-per-click pricing structure, but it’s no substitute for a LinkedIn Recruiter license. Most recruiters invest in them as they’re an invaluable tool, but it’s not usually viable for many HR departments. Partnering with a recruitment consultant who is already able to utilise InMail, perform advanced profile searches, and advertise under the ‘Jobs You May Be Interested In’ tab is a far more effective process.
Recruitment strategy #3: Referral programmes
It’s difficult to guarantee that there will be a good culture fit between a new hire and your existing team, but one that’s been referred to you by one of your employees is a huge step in the right direction. Try offering your staff an incentivised referral programme, such as a gift card or cash bonus, if their recommended candidate successfully passes their probation period. The scheme will need to be easy to use, clearly advertised and, where necessary, tweaked to take into account any feedback. Alternatively, consider using a HR referral tool such as Simppler or Boon.
Recruitment strategy #4: Apprenticeships
Taking on employees as apprentices is not only a tactical way to plug a skills gap, but it begins to develop your talent pipeline too. The key to success is creating an apprenticeship programme that aligns with the business’ needs – both now and in several years’ time. Upskilling in-house talent has a positive impact on the bottom line too, and gives you the opportunity to shape raw talent to suit your business’ needs.
Recruitment strategy #5: Talent pipelining
When an employee announces their departure from the company, it can be difficult to find an immediate replacement – but it is possible to prepare for a sudden vacancy. This is where talent pipelining comes in. It’s a proactive approach adopted by almost all recruiters, but there are very few companies that have successfully integrated it into their internal processes.
The first step is getting to know your business, predicting what vacancies may arise or could need filling, and considering your company’s plans to expand. Then, you’ll need to start building your pipeline. Recruitment consultants spend years developing reliable talent pools, often specialising in niche areas, but there are ways which hiring managers can begin to achieve this on a smaller scale.
Attending networking events, asking trusted sources for candidate referrals and staying in touch with previous applicants are great starting points. Maintaining frequent communication with potential candidates is crucial if you are to keep your pipeline up-to-date, ready to dip into when a vacancy emerges. And, if it’s not something you’re able to dedicate the time to, why not try working with a recruiter who can help implement talent pipelining into your recruitment strategy?
Need a helping hand with the recruitment process? We’re here to streamline your search for the perfect candidate and ensure you’ve made a successful long-term placement.