8 Recruitment Strategies to Improve Recruitment Process

Whether in a small or large company, the recruitment process is the most important part of running a business. Those of you who act as the recruitment team know that this process is not easy. It is undeniable that the recruitment process takes a lot of time, effort and cost.

For this reason, you need to minimize errors in the recruitment process as much as possible. Therefore, to help improve the recruitment process and find talented candidates, consider the following recruitment strategies.

1. Develop company brand

Did you know that the recruitment process also depends on the impression of the company? Almost every job vacancy has the same qualifications. However, it is the applicant's impression of the company that differentiates how attracted they are to the vacancy.

Now think about questions like, “Why would someone want to work for this company?”, “Does the company support a diverse workforce?” and “How many of your employees would recommend your company as a great place to work?”

From the results of the evaluation, check the company's website, social media, and advertisements. After that, you can pay attention to the suitability of the communication or "message" conveyed with the values ​​that the company wants to build.

2. Create job postings that reflect the company

Company job postings are the first impression applicants will have of the company. Therefore, use this as a tool that reflects your company.

Is your company synonymous with a fun culture? If so, make a funny job posting. However, if your company is really based on business, and organized, make job postings that are neat and organized.

This strategy will help you get more applicants, and attract candidates who meet your qualifications and company culture.

3. Use social media

Currently, many companies are starting to target the millennial generation as prospective employees, so many companies are using social media as a job seeker strategy. Not only to advertise job vacancies, social media can also be used as a medium of communication with job seekers. Before using it, make sure you make your communication in line with company values.

4. Invest in an applicant tracking system

Recruitment is not short, there are times when this process takes time, and costs are not small. To save time, and costs, it's a good idea for companies to invest in using an Applicant Tracking System (ATS).

ATS is a software that automates the recruitment process such as, posting jobs, and finding candidates that match your company's qualifications.

ATS tools also include job posting to multiple sites, sorting applicants, to scheduling an interview process. There are many options available with ATS, so before using it, make sure you do your research, and use a system that fits your company's budget.

5. Use a dedicated job site or portal

Although there are many job search sites or portals, in fact there are still many recruitment teams that have difficulty finding job candidates. This happens because maybe you are not using the right job search portal.

For detailed or specialized job vacancies, it's a good idea to use a dedicated job portal. This is a smaller job site, and is devoted to one type of job.

Often, job sites like these have a community of job seekers. There are many sites like this, you can find specialized sites that cover the retail industry to construction.

6. Consider hiring in college

Recruiting at a college or campus will make it easier for you to find new, upcoming talent for the company. This opportunity is also suitable if you are looking for resource opportunities to do internships and establish good relations with the campus.

To conduct recruitment through campus, you can attend a job fair held by campus. In addition, don't ignore the opportunity to be a resource person and post job vacancies on online portals or campus social media.

7. Look for passive candidates

Passive candidates are those who are currently working, but are not actively looking for work. These candidates are often the most qualified, and the most perfect people to work in the company.

Reaching out to candidates personally will show that you are genuinely interested in their talents. That way, it will attract the attention of passive candidates. To identify passive candidates who suit your company, you can take advantage of social media and employee connections.

8. Interview

Before conducting the interview process, pay attention to the position of interest by the applicant. If the applicant will be working in a group, conduct a group interview.

When conducting interviews, don't forget to behave and communicate by reflecting the company culture. For example, if the company is relaxed enough, don't hesitate to joke with applicants.

Besides being able to find candidates who match the company's qualifications, this will also allow you to find candidates who fit the company culture.

In addition, it is important to remember that the interview is a two-way street. When interviewing candidates, allow them to ask you questions back as a recruiter.

The recruitment process is complex and ever-changing, but with the right strategy, you can find great candidates who match the qualifications provided by the company.

In facing business competition, the company's success in achieving its vision and mission is also determined by human resource management. Therefore, through the Certificate of Business Management: Human Resources Management program, participants are expected to be able to gain integrated insight into organizational behavior and Human Resource Management strategies.