Recruiting strategies today are much different than they used to be few years back. As a consequence, there new terms, strategies and technologies have emerged. Some HR professionals believe these just buzzwords. Others, however believe that these are must-have recruiting strategies.
If you are an HR specialist, you should always stay up to date with new recruiting strategies. We have made the list of our favorite innovative recruiting strategies.
Recruitment Marketing methods are used for communicating an organization's Employer Brand and Employee Value Proposition to attract and hire top talent.
Some of the main goals of every Recruitment Marketing is a recruiting strategy used to improve Candidate Experience and encourage Candidate Engagement.
In order to attract candidates through Recruitment Marketing, companies use solutions offered by Recruitment Marketing platforms to better communicate their Employer Brand and Employee Value Proposition.
Inbound Recruiting is a method of creating targeted, branded content for your recruiting center specifically for the purpose of increasing your Employer's Brand recognition and candidate engagement with future hires.
Inbound Recruiting follows the famous Inbound Marketing strategy; a technique for drawing customers to products and services via recruiting content marketing, social media marketing, and search engine optimization.
The goal of the Inbound Recruiting strategy is to engage qualified candidates and convert them into job applicants to expand talent pools.
Candidate relationship management (CRM) is a recruiting strategy for managing and improving relationships with current and potential future job candidates. CRM technology is used to automate and ease the communication process with job seekers, encourage their engagement and improve candidate experience.
In order to streamline and automate this process, many companies use Recruitment Marketing strategies through Recruitment Marketing tools. These tools enable HR Professionals to manage relationships with candidates in an easier yet personalized way.
For example, some Recruitment Marketing tools offer solutions for creating engaging email campaigns to provide highly relevant, educative and interesting content in order to build stronger relationships and expand their talent pools with highly-qualified job candidates.
Employer Branding involves all the activities HR Professionals and Marketers use to communicate Employer Brand and Employee Value Proposition to job seekers.
In today’s “War for Talent” Employer Branding strategies are considered very important when it comes to solving one of the biggest recruiting challenges – attracting high-quality applicants.
Research by LinkedIn has proven that more than 75% of job seekers research about firm’s reputation and employer brand before they apply for an open position. Companies that have a bad reputation not only have problems in attracting candidates but also retaining employees.
Data-Driven Recruiting and HR Analytics are expressions used to demonstrate recruiting methods in which HR Professionals plan and make decisions based on data acquired through HR technology such as Applicants Tracking Systems and Recruitment Marketing Platforms.
Data-driven recruiting strategy has proven to improve some of the most important hiring metrics such as time to hire, cost to hire and quality of hire.
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If you had data available that proves that referred candidates take the shortest to hire, fastest to on-board, require the least money, and stay the longest with your company, would you still waste your money on job boards and job promotions or would you improve your Employee Referral Program?
So are these just buzzwords or actual recruiting strategies?
