1. Step up your job advert game: The words you choose and the language you use determine the type of candidates you’ll attract. Logically, this means that your job adverts can either appeal to a large range of diverse candidates or not. It also means that you’ve got a great opportunity to improve your hiring process right at the start.
  2. Get on the programmatic job advertising bandwagon: Programmatic job advertising is the purchasing, publishing, and optimizing of job ads with the use of the software. The technology puts your job ads in front of those people who fit the parameters you have defined before posting the ad. 
  3. Build a talent pool: A talent pool is a database that holds all the profiles of people interested in your organization; those who haven’t applied yet, but might want to do so in the future, and those who did apply before but didn’t get the job, for instance, because they weren’t right for that particular role but did fit the company culture. 
  4. Create an employee referral program: Referrals are a better culture fit as your employees will only refer people they think will be a good fit, both for the job and the company culture. So in a way, they preselect the candidates. Referrals are more engaged as they already know at least one person in the company who will show them around and make sure they feel at home. And, referrals are more likely to stay as they are often happier, operate faster, and are more productive than people who’ve been hired via a different source. 
  5. Cater to Generation Z: They know their weaknesses, they’re tech-savvy, and they value security. 
  6. Make internal mobility a priority: Internal mobility is the movement of employees to new opportunities in the same company. These opportunities can be anything from new positions and supplementary projects to job swaps and mentorships. With an internal mobility program, you can retain and attract talent easier. 
  7. Get serious about your Employer Brand and EVP: Your Employer Brand (EB) is the face your company shows the outside world as a potential employer. It’s the sum of all the different things people think when someone asks them what it would be like to work for company X or Y. An EB will help you recruit candidates. A well-known brand means applicants will find you easier and apply naturally. This will lead to lower recruiting costs. 
  8. Engage with passive candidates: One way to engage with passive candidates is via your talent pool. Regularly sending them relevant content – that can help them with their career for example – can be a good way to stay on their minds and create a relationship.
  9. Build a social media recruiting strategy: Involve your employees and ask them to help you with your recruitment efforts and have them share your posts on their social media platforms. What’s even better is if they share current vacancies without being asked, telling people why it’s great to work for your organization in their own words. Join LinkedIn groups as well and share (high) quality content.
  10. Tap into the contingent workforce: Hiring freelancers, part-timers, and contractors can be a great, cost-effective alternative. While these workers still need to go through a recruitment screening, the cost associated with hiring them is much lower. The consequences also aren’t as big if you happen to hire someone who isn’t a fit. 
  11. Hire for diversity: Diverse companies have better financial results, are more innovative, have better performance, and greater productivity. 
  12. Stop guessing, start measuring: You can use the best recruiting strategies in the world, but if you don’t measure what you’re doing, you’ll never know what works and what doesn’t. 
  13. Think of onboarding as part of your recruitment: A lack of a proper onboarding process also increases the chances of new hires leaving prematurely which means you’ll have to start recruiting all over again. In other words: think of onboarding as an important part of your recruitment process. 

This blog post was inspired by https://www.digitalhrtech.com/recruiting-strategies/

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