June 7, 2022 | 7-minute read (1407 words)
Your business’s recruitment strategy probably outlines a series of actions for identifying, hiring and retaining employees. But it should be more than a one-and-done initiative that languishes on a shelf.
On the contrary, HR experts advise that businesses regularly revamp their recruitment strategies to keep attracting the best candidates, as well as to keep top performers. To that end, we’ve compiled 25 recruiting practices deployed by leading companies. Borrow from this list to fine-tune your own hiring process.
1. Include a mobile-optimized careers page
Your business’s careers page should include basic information many candidates today are looking for, such as your business’s values, statistics pertaining to staff diversity and of course, descriptions of job opportunities. Beyond that, it should also provide easy access for users on mobile devices. According to SmartRecruiters, around 90% of job applicants use a mobile device for searching for a new opportunity.
Example: Cisco’s careers page contains ample detail related to job positions and is optimized for mobile visitors.
2. Provide employee testimonials
Job candidates like to hear directly from current employees about work culture, because it is perceived as more authentic. According to a report from LinkedIn, “candidates trust employees three times more than the company to provide credible information on what it's like to work there.”
Example: IBM provides employee testimonials in the form of 10- to 20-minute podcast episodes to win the trust of potential candidates.
3. Answer candidates’ FAQS
Answer commonly asked questions about your company raised during the hiring process, or provide answers to specific questions from potential candidates.
Example: Glossier offers an FAQ section on its careers page specifically to address queries that many candidates have before they consider applying.
4. Use conversational chatbots
Consider having a chatbot that pops up to ask visitors to the careers page whether they have any questions, and that is able to provide answers or other resources.
Examples: Intel’s chatbot helps job applicants learn more about the company in an engaging format. When you navigate to Intel’s careers page, the chatbot pops up and inquires whether you have questions.
5. Add hashtags
The use of hashtags can help businesses reach the right candidates through their social media pages, like LinkedIn.
Example: HP employs two branded hashtags to inform potential candidates about the company’s culture and job openings.
6. Create specific social media accounts for recruitment
“Social recruiting is a great strategy to ensure you’re reaching the right audience and attracting talent to your brand and culture,” says Kayla Vatalaro, global head of Asana’s impact growth and social impact.
Example: Take a cue from Fast Enterprises, which created a separate social media recruiting account to inform and remind job seekers about openings. The company posts content on this account related solely to its culture, recruiting events, employee spotlights and any vacancies.
7. Create a short recruiting video
A recruiting video shared on social media channels and on the company’s careers site can help applicants understand the hiring process, career options and job roles.
Example: SodaStream’s video informs candidates about the company while including people from multiple departments and of varying nationalities and who speak different languages.
8. Use social media to show company culture
Employers can use social media to show behind-the-scenes photos and videos of what it’s like to work for their company, including employee highlights, team outings and company events.
Example: Headspring embraces social media to show off its culture, celebrations, core values and various events.
9. Provide job alerts
Allow candidates to sign up for job alerts so they know if a role that fits their interests and experience opens up.
Example: Zappos allows interested candidates to sign up for job alerts by providing their name, email and career interests, which provides the company with a helpful list of potential candidates.
10. Encourage former employees to reapply
Encourage valuable former employees to return.
Example: Kronos encourages previous employees to return to the company by providing a specific section on its careers page to keep them abreast of new positions.
11. Create an employee referral program
Reward or incentivize employees to refer potential candidates who would be a great fit for your business.
Example: According to Fortune, more than half of Salesforce’s new hires come from through employee referrals, thanks in part to its enticing referral program.
12. Embrace diversity
Cast a wider net to find employees you may otherwise overlook. For instance, reach out to veterans by partnering with organizations like Hire a Veteran, Military Hire and Hire Veterans.
Example: BCG has invested in partnerships with historically Black colleges and universities.
13. Close the gender gap
Business can help shrink the gender gap by hiring women who have resume “gaps” due to family caretaking responsibilities. Externship programs are one way to help female professionals who need a bit of guidance to restart their careers.
Example: Atlassian has increased its number of female job applicants by fine-tuning its interview process. The company has also taken steps to increase its number of female technical hires from 10% to 18%.
14. Connect with universities to recruit fresh talent
The pandemic has ushered in an era in which it is easier for companies to connect with students even at far-flung campuses through virtual career fairs.
Example: Salesforce’s Futureforce team is dedicated to recruiting talent from universities and other educational institutions to help students prepare for future roles in the company.
15. Get involved on Quora
Quora enables companies to connect with other leaders and employees in their industries.
Example: SpaceX leverages Quora to address candidates’ inquiries about the company and their teams, as well as to connect with potential candidates.
16. Host “ask me anything” sessions on Reddit
Reddit’s Ask Me Anything forum gives employers an opportunity to connect with a plethora of potential candidates in a simple and scalable manner.
Example: Google leverages Reddit’s Ask me Anything to answer queries related to its work culture and job openings.
17. Embrace virtual and hybrid events
Join groups and attend events or conferences that center on industry trends and challenges to connect with interested candidates.
Example: Chicago Women Developers hosts Hack Nights that help bring together beginners and skilled developers.
18. Optimize the job search on Google
Most people begin their job search on Google before checking LinkedIn or other job sites. When someone searches for a particular job title on Google, the platform collates and provides related jobs in their interest area.
Example: Toptal gets its job postings in front of candidates by using job title keywords on Google’s Job Search tool.
19. Offer competitive benefits
Most candidates are looking for a comprehensive benefits package and not just salary alone.
Example: Google’s generous benefits help it attract and retain a diverse and talented pool of employees.
20. Monitor your reviews
Candidates often seek out details and reviews from current and former employees before applying with a company. Employees' review sites such as Glassdoor make it easier for them to access such information.
Example: Netflix is one of Glassdoor's best-rated employers due to its work-life balance and unique parental leave policy.
21. Instill transparency in the hiring process
Maintaining transparency at every stage of the hiring process helps employers build trust and a strong relationship with potential candidates.
Example: Laika offers pay transparency by providing salary ranges in its job descriptions. Candidates know which roles are aligned with given salary bands.
22. Gather feedback
To improve their recruitment strategies, businesses need to know what’s working and what needs improvement.
Example: DocuSign collects feedback about its hiring process through a standardized candidate experience survey given to applicants.
23. Showcase employees on YouTube
Automattic, which relies mostly on a remote workforce, created a YouTube channel to share stories of employees across the world. Most of the videos are less than two minutes and feature employees discussing their roles and skills.
24. Share current projects
Klaviyo stays connected with candidates by regularly sharing its project through blog postings. This helps applicants understand the nature of work and responsibilities associated with distinct roles before joining.
25. Narrate the candidate's experience
To improve the experience of job applicants, Airbnb uses storyboards that visualize every step of the candidate's journey. An artist also helps candidates visualize both the host and the guest experience with Airbnb.