Traditional hiring techniques are no longer enough to ensure top talent signs up to your business. If you want to attract the best employees from younger generations, you’ll want to be in step with the digital world. Over the next 10 steps, we explain how you can revitalise your recruitment strategy for an exciting new era.
1. Have a strong online presence
From your social media accounts to your website design, copy, and blog content, what you do online represents your brand.
Naturally, you’ll want this to look the part. If a candidate lands on your social media accounts, for example, and finds them looking a bit rubbish (no activity, terrible optimisation on header images, or no social media accounts at all), then it can set alarm bells ringing.
As such, it’s essential to update all of your accounts regularly and keep them looking professional. In the modern business world, to get the best talent, you need to impress them. Start with your website and social accounts.
2. Take advantage of social media
Once your social accounts are looking the part, you can use them to promote your vacancies.
The trick to social media is to be inventive. LinkedIn is the most obvious choice for hiring, but the likes of Instagram, Facebook, Twitter, and YouTube can’t be written off.
What are the benefits of using social media?
- Tap into younger generations more familiar with a digital approach.
- Easily screen candidates who show an interest—having a look over their profile can reveal a lot about them.
Want to know more? Industry-leading RecruiterBox has written a five-minute insight into the procedures to follow.
3. Provide a good candidate experience
All of the touch points between a brand and a candidate represent your business. So you want to offer an excellent application experience.
This UX, if you will, ranges from how they’re able to apply online, to how interviewers behave, whether they were on time, and if the candidate received feedback.
Why do you want to do this? Well, it leads neatly on to how you…
4. Manage your online reputation
Be wary - Glassdoor is popular. On this site, employees, former employees, and even interview candidates can review your business.
This, obviously, has drawn countless negative reviews from unhappy employees—you do, however, have the chance to respond to them. It would be wise to do so, at the very least to share your side of the story. It’s advisable you keep an eye on your business account as a result.
But it does mean you want to have a strong reputation. Not every potential employee would be put off by a slew of 1/5 reviews. It’s easy to tell if someone is just a bit narked off, rather than holding a genuine grievance.
But all the same, businesses now have to put in the effort to ensure they’re treating staff properly. Employees have never had more freedom and can travel to jobs all around the world – if you want a high retention rate, then it pays to go the extra mile.
This 2016 article by Forbes suggests how you can deal with some disgruntled reviews and even turn them into a positive spin.
5. Upgrade your website (if you need to)
By now, you should have seen through your Google Analytics account that a lot of visitors head to your jobs page. Your website is a lead generation tool for recruitment.
You can even utilise SEO to attract talent – get specific with your keywords and create a landing page for relevant traffic. This is cost-effective and can reap some impressive rewards.
The look of your site is also essential. If it’s a reject from 2005, it suggests to candidates you haven’t the time, money, or modern reasoning to upgrade. This would trigger off thoughts of all manner of difficulties working for you. So, perhaps make the step up to a new design.
6. Chat with chatbots
Reports have suggested, by 2023, there will be $11 billion in savings thanks to chatbots. Naturally, you’ll want to be a part of that!
With Artificial Intelligence (AI) now at a high standard, many businesses are already turning to chatbots to facilitate their sales and hiring strategies. It’s a wise idea—this nifty technology can screen talent or send them through to the next stage of your recruitment process.
It can also provide automated responses for customers, so you have a multifaceted technology with this emerging lead generation tool. Take the initiative and be a part of it.
7. Aim for internships
Enthusiastic and talented recent graduates are a fantastic addition to any office environment. Eager to make their mark, they can help shake up your daily routine. They’re also cost-effective.
In this TalentLyft piece, you can find out more about how they’ll benefit your business.
You could start by targeting universities and offering work experience to students. This could then lead to an internship programme. The result could even be a full-time position for a particularly skilled graduate.
8. Use Gamification
Younger employees are used to a digitised world, so it makes sense to attract them to your business with technologically-savvy ideas.
Using gamification in recruitment also starts the process of elimination in a subtle way. It’s a modern step to shake up the anachronistic interview technique of several people in a room asking some vaguely relevant questions.
Virtual reality is the most cutting-edge example – you could create a bespoke game for candidates to take part in.
It can take a significant deal of planning to go ahead with something advanced like a VR game. If you’re interested, though, you can check out this post from LinkedIn for examples of how some companies have gone about utilising VR.
9. Be less formal
Recruitment has traditionally been a very formal process, with nervous candidates arriving at interviews in a suit and ready to answer standard questions such as, “Where do you see yourself in five years?”.
These can be time-sapping and awkward. In this era, nothing is stopping you from reaching out via social media, or from dropping a potential candidate a text message.
For a first stage interview, you could hold a 10-minute chat with them over the phone. Easy. Barely any time lost and you’ve got a reasonable assessment of their abilities. If all went well, get them down to the office for the second stage interview.
Being less formal will, consequently, save you a lot of time, but also help the candidate relax into the process more.
10. Accept ghosting graciously
Ghosting has previously been associated with online dating, but it’s now occurring more and more often for businesses. What is it? You have an interview lined up for a promising candidate, but they don’t show up. In fact, you never hear from them ever again! That’s ghosting.
It’s particularly prevalent in America right now, but it happens in England as well. It’s been confusing some business owners, but the reality is candidates typically will have several applications on the go while they’re job hunting. You are simply one of
How can you avoid this fate? While it can be frustrating, and even infuriating, by taking some of the steps above it’s possible to limit ghosting.
Ring the candidate for a first stage interview, have their mobile number and email address on record. Contact them regularly. If there’s no response within 48 hours, then you’ll have to move on ASAP. There’s plenty of talent out there to choose from.
Paul Holcroft is the Head of Operations at Croner Group Limited, a leading provider, and pioneer of support for human resources and employment law. With his legal background and expert knowledge on specialist areas, he shares his expertise with regular industry commentary in key trade publications. He is also a regular expert speaker who has presented at seminars with professional bodies such as REC and the CIPD.