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com

Four
Recruitment
Strategies
to Get Your Company Ahead
Anne St. Hilaire

Recruiter makes finding great

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Recruiter attracts top candidates who tell us what it would take for them
to change jobs and join a great company like yours. We engage our
candidates on a daily basis.

employees easy. It cuts through

the clutter and gets back to
the basics of finding and
hiring great people.
- Robert Ryff

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We leverage our proprietary technology to find the right talent for your
company from our pool of passive job seekers. Our algorithm learns over
time to provide more targeted matching.

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Whats Inside

Intro. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Use Mobile Recruiting
to Communicate. . . . . . . . . . . . . . . . . . . . 5
Never Underestimate the Power
of Marketing. . . . . . . . . . . . . . . . . . . . . . . . 9
Get Scientific . . . . . . . . . . . . . . . . . . . . . . 14
Think Outside the Box . . . . . . . . . . . . . . 18

ffective recruitment strategies are a pivotal

aspect of procuring and retaining high-quality

talent to contribute to an organizations success.
The job market is becoming progressively more
competitive and skill sets continue to grow more
diverse. Given this environment, recruiters are
required to be more selective in their candidate picks,
since under-performing recruitment measures can
have a long-term negative impact on an organization.
Since all recruiters and companies are dealing with
the talent problem, it is important that they
differentiate themselves with new and powerful
hiring strategies so that they can stand out in the
eyes of candidates. So how can you get top talent
to notice you in this extremely saturated and
competitive market? Its time to try these four
unique recruitment strategies the next time youre
looking to fill one - or many - important positions.

2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

Use Mobile Recruiting to Communicate

based on Perfect Your Mobile Recruiting Strategy in 4 Easy Steps by Ziv Eltraz

capabilities into your recruiting strategy, youre

ere living in a mobile worldyou use your

smartphone to find out the latest headlines; tablet

losing out on candidates, some of whom may be

to watch videos; and E-readers to learn a little more

pretty high caliber. When youre ready to get started,

about your industry. Its hard to remember a time

you can implement and then perfect your mobile

without a gadget in the palm of your hands, and why

recruiting strategy by following these four steps:

would you want to? Everything is done at your

Create a mobile-ready career site

convenience, whenever, wherever. Life is simpler.

While you may believe its obvious to have mobile

So, if youre more prone to use your mobile

associated with your career site, the truth is, many

devices to communicate, wouldnt it make sense

organizations have yet to come on board. In fact,

to apply that same theory to recruiting?

only one in five Fortune 1000 companies has

mobile-ready career sites. Plus, since one in four

Currently, 70 percent of all job seekers search for

come to career sites via mobile, youre missing

jobs via their mobile devices. In addition, 20 percent

out on a large chunk of qualified candidates

search for information about careers through these

because they either cant view information

devices. These statistics indicate that if you dont

correctly or cant apply directly.

have or arent planning on incorporating mobile

2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

To solve this, make it easy for job seekers to apply

However, with remote employees comes a

through their smartphones or tablets. This may

certain communication barrier. They arent in the

require creating a smartphone application or

office like traditional workers, so they cant slip you

otherwise ensuring your career site can be

a lead through your employee referral program if its

accessed through mobile devices. Either way,

not convenient for them. Therefore, you have to

creating a mobile-ready

ensure your employees

career site will increase

can refer on-the-go. One

your chances at receiving

tip is to create a mobile-

those candidates who

ready portal or external

use their devices in the

website that they can

job search.

access in the referral

process. That way, they

Make sure your employees

can refer on-the-go

can still participate in an

After career sites, referrals

program, even if they

are cited as the No. 1

arent there in person.

employee referral

source of hire. If you pair

that with the fact that 30 million Americans work
remotely at least one day a week, you have the

Confirm your mobile recruiting strategies

are social networking-friendly

potential to receive awesome candidates by way

Along with just using mobile devices, many job

of your employees even if theyre on the other

seekers use social networking in their searches.

side of the world.

2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

For example, 60 percent of Facebook usage is

on social networking sites can be

through mobile. Candidates also use networks like

accessed through mobile.

Twitter and LinkedIn in their searches. Social is the

way to go these days, and when you put mobile

Open up your mobile recruitment strategy

into the mix, you have a match made in job

We briefly touched on the power of referrals.

seeker heaven.

These referrals arent limited to your internal

network, though. External contacts, such as

However, to access these candidates, you have to

your business partners, former employees,

confirm your mobile recruiting strategies are social

and vendors, can also help you in the recruitment

networking-friendly. For example, is it easy for

process. However, doing so may be harder,

candidates to view a job that you posted on

especially since they dont have to participate in

Facebook through their smartphones? If they use

an employee referral program.

the Apply with LinkedIn feature to apply for jobs on

their tablets, can they do so efficiently? If the answer

To solve this, implement fun games and rewards

is no, again, youre missing out on quality

that be accessed through a mobile employee

candidates. Be sure every job listing, career

referral program. For example, lets say a business

site link, or external piece of information you post

partner referred you to a candidate via a

2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

mobile-ready referral portal on their tablet.

their time worthwhile in simple way. Implementing

When that candidate is interviewed, your business

mobile capabilities into your recruiting strategy is

partner is placed on a mobile leaderboard for all to

a great way to amp up your hiring efforts. Well

see. They can also receive rewards for their efforts.

only see the mobile trend grow, so getting on this

This method socially recognizes your business

bandwagon sooner rather than later will only help

partner, which engages them, as well as makes

you in your journey to find the right candidates.

2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

Never Underestimate the

Power of Marketing
based on Recruit Like a Marketing Professional by Liz DAloia

hen it comes to branding, your companys marketing team is on

one side of the coin. The members of the team have advanced sales,
marketing, and promotional skills and know how to position your
companys product in a way that excites and engages your
potential customers.
Your HR/recruiting department is on the other side of
the branding coin. Your marketing department already
positions your companys sales brand; how can you
parlay the marketing departments knowledge into the
creation and positioning of your recruiting brand?

2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

Is it easy to find your career page from

your main website?
Marketers Get Feedback from Focus Groups

Does your career page reflect your

Marketing starts on your website. For that reason,

companys culture?

you need to evaluate it impartially, just as a thirdparty marketing professional would.

Is it easy to navigate?

Step back and consider your website from a

Is it engaging?

candidates perspective. You may even want to

convene a focus group for feedback. You can easily

Does it help people visualize what it is

create a focus group from recent hires, job seekers,

like to work at your company?

or from colleagues in your network. Heres what

Is it mobile-friendly?

you want to find out:

Remember, Google changed its search

engine algorithm to favor mobile-friendly
sites. Make sure your career site doesnt just
resize for mobile. It needs to be truly
mobile-friendly, which means easy to
view and navigate on any mobile device.

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2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

How many hits does your

career page get?
What are the sources of the hits on

Marketers Analyze What Works

your career page (social media, job

Marketers are salespeople, and salespeople love

postings, grassroots recruiting

metrics. Many recruiters focus on metrics such as

efforts, etc.)?

time-to-fill, number of open requisitions, and other

tactical numbers. Savvy recruiters know that a

How do your application views match

successful recruiting initiative means more than

up to your application completion rates?

posting and praying. Step up your analytics and

start asking tough questions such as:

What are the mobile application

completion rates versus desktop
application completion rates?
Marketers measure the effectiveness of
these tools. Recruiters should, too.
Once you know what advertising source
works for your recruiting efforts, you can
focus on that source and create more
opportunities to sell your open positions.

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2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

Job descriptions are often full of

Marketers Tap Into Human Vision, Not Job Descriptions

acronyms that are only meaningful

Heres a challenge for you: Would you rather read a

within your organization. External

page of dense text or a page that has lots of white

applicants dont fully understand them.

space and interesting graphics?

Job descriptions are also one-sided.

Humans are visual creatures, so we need to make

They outline whats required for the

our recruitment advertising easy on the eyes,

job, but they usually dont adequately

entertaining, and engaging. In other words: we

market your recruiting brand or company.

need to do a better job of marketing our openings.

Job descriptions arent

Consider that most applicant tracking systems are

visually appealing.

designed by IT, not recruiting teams. IT always

outlines requirements prior to starting a job. Sound

Job descriptions are often written so

like a job description? Yes! This is why most

narrowly that its almost impossible to

applicant tracking systems allow you to upload a

find the perfect candidate. Are you

job description and then market from there.

demanding so much in your job

Unfortunately, the job descriptions that HR writes

description that qualified candidates

arent compelling from a marketing standpoint

dont bother to apply?

so, stop posting them.

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2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

Instead of posting traditional job descriptions,

consider partnering with your marketing department
to create job-opening collateral. Your marketing
team can help you distill the minimum requirements
into exciting, engaging text and also make your
document visually compelling.
Theres no doubt that marketing can work
wonders for your recruitment advertising
efforts. So, start thinking like a marketer instead
of a recruiter, and see how quickly youll start
filling your candidate pipeline!

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2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

Get Scientific
based on 5 Ways to Use Big Data to Get Scientific About Recruiting by Meredith Amdur

As a discipline, recruiting has always been on

market experience. But adding some data science

the front lines of competitive strategy for any

(in the form of facts, probabilities, and market

business: finding the talent to execute the vision

clues) to the mix can really kick the strategic

while providing valuable insight back to the

power of the recruiting discipline up a notch. In

business on how factors influencing hiring and

fact, research conducted by Wanted Analytics

ongoing cultivation of talent might impact

shows that more and more jobs in the HR field

company development. Recruiters are key to

require analysis of large quantities of data, with

finding the people who will execute their

hiring professionals being called on to use big

companys vision, and are increasingly on the

data in their everyday workflows.

front lines of the talent wars, especially in markets

where specific skill sets are in high demand.

Engaging big data as it relates to talent supply and

demand can help the recruiting team prove its case

Until recently, however, recruiting has been more

for specific hiring strategies and tactics and bring

art than science, requiring a lot of hustle, a rich

useful market context to a variety of workforce and

rolodex (or LinkedIn network), and occasionally

operational decisions. Here are five key areas where

a good-sized checkbook. Practitioners were (and

recruiting can use talent market analytics to more

still should be) valued for their instincts and

proactively support the overall goals of the business:

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2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

1. Hiring
How would a recruiters job change if they knew
before a position was open how difficult or easy it
might be to fill, whether or not the salary proposed
was competitive, and what other companies were
competing for the same skills and roles?
In todays tight talent market, understanding both
the local and macro conditions that may impact
talent availability, salary and benefit decisions, and
hiring timelines helps recruiters set expectations
and adjust their approaches to attract candidates
for hard-to-fill positions.

demand can help answer these questions and give

recruiters the ammunition they need to get business

Are other companies in the area currently on the

buy-in on key decisions related to hiring strategy.

hunt for similar skills? Is the salary being offered

Armed with data, recruiters discussions with hiring

lower or higher than average? Is the skill set

managers change: recruiters build immediate

needed easier to find in a different geographic

credibility and transform their roles from advisors

area? Data captured from job boards and other

to decision makers.

sources of information on talent supply and

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2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

2. Training and Development

Talent market analytics can also inform training

decisions. For example, choosing the location for

and certification strategies. If the data shows that

a new manufacturing plant or office expansion

specific skills are in extremely high demand,

should include the analysis of the local talent

recruiters can advise the business when it might

supply and demand data. Getting a read on the

be beneficial to invest

local workforce conditions

in training resources in-

can help recruiters estimate

stead of seeking out new

how quickly the business

hires. Rather than spinning

will be able to staff up when

wheels in an environment

expanding operations, and

where hiring is especially

how much budget should be

difficult and time-

set aside for staffing costs.

consuming, training
existing employees may

4. Competitive Intelligence

be the more economical

Beyond identifying when

or timely approach to

rival businesses are

acquiring the needed skills.

competing for the same

talent, hiring data can also serve as a bellwether for

3. Operational Strategy

other competitive moves, such as the introduction

Backed by data analytics, recruiters can additionally

of new product lines or the opening of a competitors

help the business make important operational

office nearby. Job ads often list locations and

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2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

detailed descriptions of responsibilities, and this

information can reveal clues about what the
competition might be planning. Recruiters can
serve as valued sources of business intelligence
by giving management a head-up when top talent
may be in danger of being poached by a rival, or
when it looks like a competitors hiring spree is
related to a new product push.
5. Forecasting and Planning
Finally, recruiters can use talent data to help the business forecast the feasibility of future plans. For example,
an organization that commonly submits bids for projects might want to analyze the talent supply in a
specific location before submitting a proposal. If the needed skill sets in the project area are scarce, it may
not be worth it to make a bid. Conversely, a talent-rich location will give the business the confidence that
it can deliver on the customers expectations.
Big data and talent analytics are empowering recruiters to play more influential roles in their organizations
overall business strategies. Talent is often one of a businesss most valuable assets, impacting the ability of
an organization to grow, compete, and prosper. By applying data science to decisions made around hiring,
training, development, and more, recruiters can bring considerable value to the conference table.

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2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

Think Outside of the Box

Although they still prove to be effective in some hiring

situations, most traditional recruitment strategies are too
outdated to provide any kind of competitive advantage
for companies using them. In order to stand out and
find the best employees for their teams, employers have
to get very creative in their recruitment methods - or
risk falling behind in their industry. Today, the only way
to attract new candidates and hire the best talent is to
differentiate yourself, so why not adopt these new and
innovative recruitment strategies?

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2015 Recruiter.com | 4 Recruitment Strategies to Get Your Company Ahead

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