In this competitive era, choosing the right candidate is no cakewalk. Recruitment prospecting is the new buzzing word that is being heard a lot in the market in recent times. What do we decipher? Though both Recruiting and Prospecting may seem similar, they are quite different. Prospecting is more about listening to the candidates bringing a casual approach to know more about them, and Recruiting is about all that you are willing to offer or satisfy their needs through this opportunity. Collaborating these approaches is the new way of recruitment that is prevailing at this time.

What happens if you hire a bad one?

A Bad Recruiting process is a perfect storm that can impact the employer brand negatively. Just imagine hiring a bad one with low ambition. That would not only cost an arm and a leg but also puts the reputation at stake. Hence, selecting a determined, top-notch performer from a pool of talent is pivotal. As Haste makes waste, a well-planned process is mandatory to pick the right candidate without compromising the standards.

Here are some ways recruiters use to hand-pick the right ones:

  1. Construct the job description
  2. Recruitment source
  3. Utilize Applicant tracking system
  4. Automation tools – a blessing in disguise?
  5. Employee referral programs
Construct the job description

Before preparing a job description, the recruiting team is supposed to identify the vacancies in each department of the company and then jot it down to prepare the template or framework. After that, a neat job description is made that lists the qualifications, skills, responsibilities, and the number of vacancies, location, benefits, and perks, etc. That would be easier for the candidates who wish to apply for the position that matches their skills.

Before preparing a job description, the recruiting team is supposed to identify the vacancies in each department of the company and then jot it down to prepare the template or framework. After that, a neat job description is made that lists the qualifications, skills, responsibilities, and the number of vacancies, location, benefits, and perks, etc. That would be easier for the candidates who wish to apply for the position that matches their skills.

Recruitment source

Recruitment marketing tool or job boards:

A perfect marketing tool helps us to build content in various job sites, social media that would enhance employer branding, in due course. Content Marketing also acts as an ideal tool that would engage candidates to know more about the company’s Core Values. It is cost-efficient and also helps the company to expand its horizon, pushing aside the financially draining traditional marketing. On the other hand, candidates widely use every search engine to research about the company and the roles. So in this way, content marketing would be of utmost use to discover talent from various sources.

Job boards aid the recruiters by asking the candidates to upload the resumes from where the recruiters can access the databases comprising resumes through the Boolean search to find the candidates who fit their criteria.

Top marketing tools:

  • LinkedIn talent solutions:
    • Zoho Recruit
  • Career Builder

Top job sites:

  • LinkedIn
  • Naukri
  • Indeed

Establish a Social Media presence:

The Internet influences our lives so much that every person is obsessed with social media. It is indeed essential for every company to extend its branding by Social Media Marketing. These platforms pave the way to find a plethora of talent, which is truly a perfect way to choose skilled people required for the company. With Facebook, Twitter, and Instagram having millions of users, it becomes easy for the company to communicate with the candidates and vice versa.

Upgrade career site:

The career site is one of the crucial things that should be frequently updated because when the candidate visits the site, it means he is already interested in the company. A career site could include their latest project, some fun activity videos, latest achievements, employee endorsement that would eventually attract the candidates to apply, on seeing the engaging environment of the company.

Utilize Applicant tracking system

Applicant tracking systems help the recruiters and hiring people to spot all the information with a snap of a finger. It helps to segregate the candidates by comparing the resume with the job description to isolate the top candidates. In this way, ATS helps the recruiters to quicken the hiring process by storing the resume database and then filtering them based on the keyword matching.

Automation tools – a blessing in disguise?

With the evolution of new technologies, recruiters found a helping hand in automation tools. These automation tools were developed based on artificial intelligence to simplify procedures that used to take hours when done manually. Their function is to automate the process by streamlining the search algorithm within the organization. It’s a known fact that the recruitment process is a sluggish one but with the invention of such tools, day-to-day tasks are accurate and also consume less time, saving bucks.

Employee referral programs

The employee referral method is one of the successful ways of recruitment. The current employees already know the norms of the company and their preferences, so they would eventually refer only the candidates who match the company’s taste. Recruiters also find it comfortable engaging with the referred candidates because they already trust the current employees’ insight as they are the chip off the old block. It is also evident that these candidates are often the ones who stay the longest in the company. Referral methods have also proved to save a lot of time.

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