How to Boost the Recruitment Process in Your Organisation

A well-refined recruitment process can increase your chances of employing the right people for your organisation. It also cuts down time spent on unqualified leads. With the right tech tools and applications, you can achieve both and boost performance of your HR department.

The Job Ad

This is pretty much where the recruitment starts. To put your business in the position to attract the right candidates, the job ad should be clear and easy to understand. It should also be a good representation of your company. This means you have to go to great lengths to ensure it is nicely formatted and free of typographical and grammatical errors.

Promote Your Company

The hunt for the right candidate is a two way affair. Not only are you looking for the right person with the right personality, you want them to also want to work with you. To do that, you must include in your job ad key information about why they should join your company. If there is any exciting news, include it in the body of the job ad or a place to attract their attention. Do you have a flat hierarchy system in your workplace? State it clearly. The recruitment process is not just a hiring procedure; its a chance to market your business as well.

Be Specific About The Role

A job title could mean different roles in different organisations. When crafting an effective job ad to aid your recruitment process, make sure you present the position using clear expressions. The roles and responsibilities associated with the job should be clearly presented in the job description. Add the requirements and experiences expected of all potential recruits in clear terms. The last thing you want is to invite a job candidate to an interview only to realise he/she didn’t know what exactly the position is about. It would be a waste of your time and resources.

Be Smart

Gone are the days when every job ad was posted in the dailies. These days, the only way to maintain a successful recruitment process is to go where the target people cluster. Find out which platforms your target candidates hang out on, and put your best foot forward there.

Go Mobile

Mobile technology has brought solutions to the fingertips of users all over the world. For your recruitment efforts, it means you are able to reach more people than before. If you are recruiting via your own website, take advantage of responsive technology and make sure your website renders well on mobile devices. If your website has an Applicant Tracking System integrated into it, make sure all your ATS pages are optimised for mobile as well. A mobile-optimised ATS allows job-seekers to send CVs right on their phone, take assessment tests and receive notifications about their applications without leaving their smartphones. This is convenient not only for the job-seeker but for the recruiter as well.

Social Media

To reach a wider and targeted pool of applicants, organisations must look to social media platforms like LinkedIn. These platforms can help your recruitment process by determining a potential candidate’s personality even before the very first interview.

Social media also serves another purpose apart from helping you find the right candidate. With a business page on Facebook or Twitter, job-seekers can already have a sense of what to expect from you. And so before they even go through the recruitment process, they are fans of your business.

Modern Websites

If you don’t have a business website, then you should absolutely get one. If you do, you should consider including a career section to list all available vacancies in your organisation. You can also use business blogging to educate the public and potential workers about what you do and why you are good at what you do.

Clearly, your digital marketing process could be an important foundation for your recruitment drive. As mentioned before, a game-changer in the recruitment process is an Applicant Tracking System. More on how an ATS can help you automate the recruitment process is spelt out below.

Be Proactive

Know that you are not the only employer in your sector seeking the best candidates. If you want a jump in the queue, it is important to take important steps to become the recruiter and employer of choice.

Video and Telephone Interviews

Sometimes, you might need to organise up to three sets of interviews throughout the recruitment process in order to get the right candidate. Rather than inviting your candidates to the office, a video or telephone interview through Skype, for example, can save you a lot of time. Video interviews are also easier to schedule since the cost and time involved with transportation is negated with convenience as an added bonus. A video or phone interview can serve as the screening process in your overall recruitment process.

Conference Calls

What if the head of recruitment is not available at the same time a valuable candidate is on the market? Will you run the risk of losing said candidate by waiting for all key recruitment personnel to be present? Conference calling can help save you the regret of losing a viable asset. A conference call tests a candidate’s presentation and organisational skills. By the end of the recruitment process, you would have a well-rounded perspective of the job-seeker, helping you make a well-informed decision.

Automate The Process

There is no need expending time and human resources to do something technology will do in a click. Modern Applicant Tracking Systems like the gRecruit make it easy to build a candidate pool and track the right candidate using only a couple of filters. Using an ATS allows you to automate the recruitment process pretty well.

When job-seekers apply for a job, the ATS allows you to filter through hundreds of qualifications and experiences till you find a pool of candidates with the right mix. With a click of a button, an email is sent to the potential candidates inviting them to an online assessment test of your choice. The ATS records their answers and ranks the candidates based on their performance. Remember that all of these are being done right inside the ATS system without the need to print out a single document or worksheet. At this stage, you receive a notification alerting you on which candidates are best fits for the next stage of the recruitment process. While you make arrangements for an interview, the other candidates are recorded as viable alternatives, and can be nurtured in a talent pipeline for future recruitment.

From organizing online aptitude tests to accepting application documents through your website, ATS narrows down the time between posting a job ad to organizing your first face-to-face interview.

Modern IT tools make recruitment easier and more efficient. They allow organisations to reach the right candidates within a shorter time. Integrating these systems with best-practices will boost your hiring efficiency and help you land top talents ahead of your competition.