Career Advice

6 Employee Recruitment Strategies to Improve Your Hiring Process

We may receive compensation when you click on links to products from our partners.

They say that companies are only as good as the people that work there. A statement like that would get very little to no debate at all from people because the workforce really is the lifeblood of an organization. The people that work for your company are not only the ones that actually get things done, they are the ones that represent what your company is all about. 

If you think about the best software engineers in the world, you think about Google. If you think about the most competent consultants, you think about Mckinsey. In a way, your employees are even your ultimate selling point. 

Because the business landscape right now is such that various companies are competing vigorously to hire the best talent, it should come as no surprise that hiring and recruiting processes need to be redefined and that there are now more steps involved when it comes to making sure that you and your organization gets the lion’s share of the talent pool. 

So what are some of the things that you can do to make sure that your hiring process is in tip-top shape? Let this guide give you a rough idea of the steps that you need to take. 

The people that work for your company are not only the ones that actually get things done, they are the ones that represent what your company is all about. Click To Tweet

1. Send the Right Message In Your Job Adverts

The first thing that you need to place close attention to is the words that you use in your job adverts. First of all, you want to be clear and concise about the requirements that a specific job actually entails. You should avoid too much jargon when writing your job descriptions so you do not intimidate potential applicants into thinking that they are underqualified for a job that they could otherwise comfortably do. 

You also want to make clear what your company stands for. Employees nowadays do not just look for a source of income, they want to make sure that they are working for a company that goes with what they believe in. 

2. Create Talent Pools That You Can Rely On

Creating and maintaining talent pools are also a great way to make sure that you are able to recruit the right people to your organization. Talent pools are basically databases that contain the profiles of people that can potentially work for your company, whether they have applied to your company or not. 

Talent pools are very advantageous because they will allow you to hire people immediately if you are needing to fill a position as soon as possible. They can also give you a record of highly qualified passive candidates that you may persuade to apply to your company in the future.

3. Have a Robust Referral System

Beyond just job boards, having a robust referral system is one of the key ways to attract the best talent to your company. This is because referrals are more likely to integrate better with your company because they would have been brought in by people who are already well aware of what it takes to succeed in the organization.

Referrals are also easier to retain because they will not feel as out of place as other new hires when they first start working for your company because they already know someone in it. Make sure to incentivize all of your referrals fairly and make sure that their good performance is acknowledged. 

4. Think Young, Or Old


One of the worst things that you can possibly have when it comes to finding the right talent for your company is ageism. You have to remember that hiring candidates that are only from a certain age range can greatly limit your chances of finding the best people for the job. 

You have to remember that some of the best tech-savvy people are most likely going to be young and some of the most efficient workers tend to be older. But, if they are confident that they can do the job well, you should be bold enough to give them a chance no matter how young or old they are — as long as they are of legal age for labor that is. 

5. The Power of Social Media

There is no doubting the fact that we live in the social media age. If you want to go by the previous point and start hiring people that are younger, you might want to use social media to your advantage. Sure young people are still using popular job board websites when they start applying but that does not change the fact that they still spend a lot more time on social media. 

Posting about new opportunities on social media will make sure that you are not just attractive active job seekers but passive job seekers. You want as many people as possible to notice that you are hiring — social media is the way to go.

6. Prioritize Inclusiveness

The final tip for you to be able to improve your hiring process is one that you should never neglect. You have to always prioritize inclusiveness and diversity. The biggest mistake that some companies make when choosing their candidates is that they go with certain biases and predispositions when finding the ideal person for the job. They assume that men would make stronger leaders, for example, or candidates who come from certain ethnic backgrounds are likely to be more reliable. 

These, of course, are incredibly misguided and are something that you need to avoid. If you truly want the best people for the job, you have to be bold enough to look everywhere. Do not limit your hiring process to certain demographics, expand your recruitment efforts to more underserved communities and actively seek out candidates from underrepresented demographics. 

Streamlining Your Recruitment Process


These are just some of the things that you can try for your company to make your recruitment efforts more efficient. Also, remember that you want to choose your employees the way you would choose your house, they should not be treated as temporary inclusions to your workforce to meet certain needs, but as long-term partners that you can build a mutually beneficial relationship.

What's next?

home popular resources subscribe search

You cannot copy content of this page