4 Best Practices for Recruiters


by vested

Employees are the backbone of any organization, and they are the key to a company realizing its dreams and achieving its goals. The best workers not only ensure good numbers come the end of the financial period but also portray the company in a good light.

They represent the company’s brand perception well even outside of an office. They carry the organization’s flag high and make the company appealing not only to the market base but also job seekers and new investors.

Having good workers is undoubtedly essential, but that in itself presents a problem that many companies have faced for years: how exactly do you separate the wheat from the chaff?

How do you secure the crème de la crème of employees from hundreds of applications from people you don’t know? Well, it’s an uphill task reeling in good catches. However, the following four practices prove to be synonymous with the best recruiting strategies. Take a look:

Simplify the application and do your interview homework as a recruiter 

How is your application process like? Does it take the job hunter on a series of never-ending questions that make it seem like the applicant is up for an expedition to the moon? If your application portal already consists of more than two pages, then chances are you’re losing out on some candidates who abandon the process somewhere in between.

The problem of incomplete applications is one that has surprisingly stayed under the radar for some reason. Few companies pay attention to it, yet it is becoming a growing worry thanks to a millennial generation with the attention span of a goldfish. 

Data indicates, in some cases, that abandonment rates can reach as high as nine for every ten applications. To ensure the opposite is the case for you, simplify the application portal preferably to a single page, condensed with only vital inquiries.

More importantly, enlist the services of a tracking system, such as hot jar, for example, which pinpoints the exact phases that put off applicants. Once you identify these hurdles- it could be that candidates are uncomfortable with a particular question- you can take these out for a more streamlined process.

On the matter of interviews, keep in mind that the candidate is not the only one on the interrogation table. The best candidates often have a flurry of questions to ask too.

So it’s up to you as a recruiter, through your answers, to prove that you indeed reviewed resumes and learned more about the shortlisted applicant.

Also, be as professional and time-conscious as can be lest that be the basis of a scathing Glassdoor review that could undermine even the best recruitment programs. 

Prioritize prompt onboarding and optimize job posts for search engine ranking

Onboarding is a workplace jargon that means training recruits on how to integrate with the company, in terms of skills, so that they can hit the ground running. Recruitment does not end with a congratulatory message to successful applicants, because there’s usually a window between that and starting work whereby another company can swoop in and steal your catch. 

Statics indicate that about one in five organizations put off start dates, and that leads to unproductive employees, that is if they even wait around to get started. You can save yourself the trouble of watching vetted candidates slip through your grasp by investing in onboarding technology. This technology should describe what the employee is specifically expected to do in addition to making available to him or her the necessary tools for the job so that they can work independently and right away. 

With regards to optimizing job postings, keep in mind that between 70 and 90% of people searching the internet don’t go beyond page one. Missing out on a place in the first page of SERPs (search engine results pages) means that most of the candidates aren’t even seeing your posts. Consequently, aim to be in that list by incorporating proper keywords and via other SEO optimization efforts, taking into account the prevailing ranking criteria of the day. You might need to talk to a renowned digital agency for help with this. 

Create an irresistible job posting covering local amenities

Recruiting new employers is quite similar to marketing a product to your customers. You need to convince those on the other end of the screen why they’d be better off with a position at your company than somewhere else. You need to sell the job via perks, and various benefits beyond monetary compensations e.g., generous paternity or maternity leaves, or good work hours, for instance. 

Other than enticing prospective employees through job perks, you also need to sell your company through its mission, authority in the niche, among others. An emotive introduction can lure candidates into reading what’s below it, so make an excellent first impression that will make them want to know more. That entails speaking directly to the applicant and using suspense as leverage, among other tactics.

Moreover, clearly outline any accolades and awards that might give you the edge over the competition. It also goes a long way to sell the residential area by providing information on crime rates, excellent schools, etc. If a candidate is going to switch locations for the job, it helps if you can assure them of the quality of their new home. 

Better your candidate experience through timely responses

Do you know what’s more powerful than a negative experience? Well, a good one. That’s according to the revelations of the Talent Board, a nonprofit group that champions the improvement of the candidate experience. Their study found that 35% of people with bad experiences will share their views online, with that percentage rising to 51 when it comes to positive experiences. 

Improving the candidate experience encompasses a lot of aspects, one of the most prominent ones being timely communication. Quickly informing applicants of unsuccessful applications is one such way to better communication, with the proper turn-around time for decisions set at around 48 hours for the best recruiters. 

However, most companies operate on the back end, and rarely offer a response until several weeks down the line. This first impression already creates a perception about how your company goes about its business, and what candidates should expect if they get hired. 

Parting shot

Getting top talent for your business is no walk in the park, it takes time, keen attention to detail, and a properly structured recruitment campaign. Hopefully, these pointers herein will help you realize the latter. 

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