(1) Build your employer brandEmployer brand is vital in attracting talent, so be sure you get to know your marketing colleagues and work on building and improving your brand. Take cues from your corporate reputation – your website is likely one of your primary resources for candidates, so if you’re prioritising, start there, then work through social media and sites like Glassdoor.
(2) Think like a candidateA lot of time is spent getting to know candidates, so don’t lose them to a poor process. Take a step back and look at the full recruitment journey from the candidate’s eyes. Cut any unnecessary steps that may make the process unenjoyable or don’t yield insights on the candidate.
(3) Mobile is not optionalYou only have to look around on the street outside to see how hooked people are to their smartphones – so why not use them for your recruitment strategy? Making a candidate’s journey mobile friendly will not only widen your talent pool, but will also create a better, more convenient experience for them. Think about both external and internal applicants – and map the process from pre-application engagement to onboarding.
(4) Link tactics to strategyDo you know if your recruitment plans link to business goals? Well, it’s time you do. Reviewing and knowing how your recruitment performance will fit in with the company strategy can help maximise the overall business impact of recruitment. Be sure to have clear measures in place that link tactics to business strategy. Proceed to the next page to hear about internal recruitment and increasing visibility for line managers.
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