Attention, recruiters and talent seekers! Do you wish to break free from the mundane and step into a world where recruitment knows no limits? You’ve come to the right place!
This article teases some tried-and-tested recruitment hacks to take your hiring game to the next level. Effective recruitment hacks are just the beginning. To ensure your new hires thrive, pairing these strategies with effective onboarding strategies and pre-boarding tips is crucial for long-term success.(And, of course, a big BIG bonus!)
Whether you aim to source more diverse talents, seal the deal with prospective clients, or speed up your interview process, we’ve got you covered.
So, let’s waste no time and get started right away!
1. Identify how and where to start
You must have heard this tip before, but it’s so crucial that we can’t help including it again.
Knowing where and how to find your candidates is the first step of the talent acquisition process. Ensure you don’t mess it up!
Double-check (or maybe triple-check if you can!) – What position are you reeling in candidates for? What are the must-haves and nice-to-haves? What does your client expect from their ideal employee?
Create a checklist. Discuss it with your team members and hiring managers. And only then start with your candidate sourcing process.
But, again, where to start?
From your ATS database– Reach out to the candidates who weren’t hired before (for XYZ reasons).
These candidates are already familiar with you and your agency. Therefore, they have higher chances of accepting the job offer quickly.
(Well, this will only work if you had paid attention to candidate management and experience in the last hiring cycle and have been following up.)
Besides ATS, look into your team members’, clients’, and their employees’ or basically everyone-you-know’s network. Ask them for referrals and give them a bonus if their referred candidate gets hired.
For active candidates, determine which job board will work best for you. It will depend on the demand and niche of the job.
Start with popular platforms like LinkedIn or Indeed. They have established themselves as go-to-resource for most recruiters and job seekers and, thus, offer a vast talent pool.
In addition to mainstream hiring platforms, niche sites can help you target specific skill sets or industries.
These platforms cater to specialized talent pools and may yield higher-quality candidates with the expertise and experience you seek.
A tip: Strike a balance between both popular and niche recruitment channels. This approach will ensure you don’t overlook any potential candidate.
Also, regularly track and analyze your sourcing channel’s effectiveness. Monitor metrics like number of qualified applicants, conversion rates, and time-to-hire.
Keep refining your strategies based on these analytics.
Another tip: Join many sourcing communities and strive to be active in them for better ROI. This way, you won’t need to start from scratch every time. Instead, you will have a warm pipeline ready-to-be-hired-anytime.
2. Cut your #Rectech fluff
While different tools and platforms look tempting, invest in ones that align with your hiring goals and enhance your productivity.
(Of course, not every recruiting software is ideal for you!)
Looking for hiring shortcuts? Automate your sourcing, interview scheduling, and feedback collection to speed up the recruitment process without sacrificing quality.
Too many disparate tools can lead to information silos, inefficiencies, and a convoluted recruitment process.
Instead, focus on quality over quantity and carefully assess how each tool contributes to your workflow.
Before settling on any recruitment technology, take a step back and assess your needs.
Consider the pain points in your current process and identify areas where AI and automation can make a meaningful impact.
Once done, research the market and list the options that align with your requirements.
Go through user reviews, testimonials, and feature pages for better evaluation.
Tip: Look for platforms that can assist your requirements rather than opting for a one-size-fits-all solution.
Also, your chosen tools must integrate seamlessly with your existing systems to avoid unnecessary complexities.
Here is a scorecard you can leverage to choose your ideal recruiting software:
Remember, your ideal recruitment tech stack should empower you to attract, engage, and hire top talent efficiently while simplifying your workflow and maximizing your recruitment efforts, not the other way around.
Another tip: Regularly evaluate your tech stack’s effectiveness.
Keep a pulse on user feedback, attend webinars or conferences, and participate in online communities to stay informed and optimize your tech stack accordingly.
So, are you looking for an ATS+CRM that meets all your needs?
Why don’t you check out Recruit CRM? Here is what customers love about our software.
And if you already have an applicant tracking system, use this ROI calculator to evaluate its efficiency!
3. Talent attraction tricks: Develop targeted job descriptions
The key to effective recruitment starts with implementing the best talent attraction tricks. By mastering targeted job descriptions and reaching out through the right channels, you can attract the top talent your company needs.
Well-written and targeted job descriptions play a significant role in candidate attraction.
Ensure you master it well!
To create a compelling job posting, understand your target audience—the candidates you want to attract.
Gain insights into their motivations, aspirations, and preferences.
Identify the skills, qualifications, and characteristics they possess.
It will help you tailor your job description to speak directly to your desired candidates.
Once done, follow these steps:
- Start with an engaging hook
Begin your job description with a captivating hook that grabs the reader’s attention.
It could be a compelling opening statement, a thought-provoking question, or a powerful statement about your company or the role itself.
The goal is to entice candidates to continue reading and consider applying for the position.
- Clearly outline responsibilities and requirements
Provide a clear and concise overview of the role’s key responsibilities and requirements.
Break them down into bullet points or short paragraphs for easy readability.
Be specific about the skills, experience, and qualifications needed to excel so candidates can self-assess their suitability beforehand.
- Highlight unique selling points
Differentiate your job description by highlighting the unique selling points of the role and your organization.
Showcase the opportunities for growth, the company’s mission and values, any distinctive benefits or perks, and the positive work culture.
By highlighting these aspects, you create a compelling narrative that sets your job apart from others and appeals to top talent.
- Use engaging and inclusive language
Your tone reflects your company’s brand voice and culture. (It must be perfect and robot-proof!)
Avoid using jargon or overly technical terms that might alienate potential candidates.
Use gender-neutral terms and focus on the candidate’s qualifications and abilities rather than irrelevant factors.
- Add call-to-action and application instructions
End your job description with a clear call to action that prompts candidates to take the next step.
Instruct them on submitting their application, whether it’s through an online form, email, or any other preferred method.
Include any specific documents or information you require to streamline the application process.
Cut down your work: Use specially-designed and customizable job description templates.
4. Find an easy way out (for everything possible)
Who doesn’t like easy stuff? We bet almost every recruiter wants tools and tips to streamline manual, time-consuming tasks.
Thankfully, there are many ways to do so. (And the best part: at almost every stage!)
For example,
| Hiring stage | Tips & tools |
| Application submission |
|
| Candidate disqualification |
|
| Talent pool management |
|
| Interview scheduling |
|
| Candidate evaluation |
|
Remember, finding an easy way out doesn’t mean compromising on quality or personalization, but rather leveraging technology to enhance your recruitment efforts.
5. Learn how to reject candidates
You don’t like rejecting candidates? Well, nobody does. However, this is something it’s impossible to avoid.
A professional and respectful rejection can help boost your employer’s brand and foster good relationships with candidates.
Ensure you handle it without burning bridges!
Below are some tips to help:
- Ensure timely and prompt communication with candidates throughout the hiring process. If a candidate is not selected, inform them as soon as possible to avoid unnecessary waiting and uncertainty.
- Offer constructive and personalized feedback to rejected candidates. Provide specific reasons for the decision while highlighting the strengths and areas for improvement. This feedback will help candidates understand why they were not selected and enable them to improve in future opportunities.
- Express appreciation for the candidate’s time, effort, and interest in the position and the company. Acknowledge their skills and qualifications, emphasizing that the decision was purely based on the specific requirements of the role.
- Offer resources or suggestions to help them in their job search or professional development.
- Use a polite and warm tone throughout the rejection communication. Even though the candidate may not have been the right fit for the current position, you can’t guarantee you will never need them again.
- Engage and follow up occasionally.
Remember: Treating candidates respectfully, even in rejection, contribute to your employer’s brand and reputation.
Candidates with a positive experience are more likely to recommend your company to others and consider future opportunities with you.
6. Go mobile
Go mobile! Go mobile! Go mobile!
That’s it.
Technically, there should be no explanation at all.
It’s obvious, mobile technology has taken over the recruitment industry, and not adopting it means living under a rock.
So, let’s not get into “why?” but “how?” of this section.
And here are the steps:
- Design a visually appealing and user-friendly mobile career website that reflects your employer brand. Ensure it is mobile-responsive for seamless browsing.
- Use mobile-optimized job application forms with autofill options to streamline the application process and make it convenient for candidates to apply on the go.
- Leverage video interviews and assessments that candidates can complete on their mobile devices. It is a much more flexible and convenient option for remote candidates.
- Use communication channels or platforms to host virtual job fairs and hiring events.
- Keep candidates engaged and informed by sending mobile push notifications throughout the process. Update them on application status, interview schedules, or other relevant information.
- Integrate chatbots or virtual assistants on your mobile platforms for instant responses to candidate inquiries, improving their experience and reducing response time.
- Make the application and assessment process more interactive and enjoyable by incorporating mobile gamification techniques like quizzes, challenges, or simulations.
- Create a mobile-friendly platform for employee referrals, providing incentives right from the application.
- Utilize social media advertising tools to target mobile users and promote your job opportunities.
- Stay informed about emerging mobile technologies and trends in recruitment. Regularly explore new tools, platforms, and strategies to stay ahead of the competition.
There you go! A step closer to tapping into a vast talent pool and attracting exceptional candidates.
Before you move to the next pointer, read this:
7. Keep the feedback coming
Feedbacks aren’t just for candidates. To optimize your recruitment approach, you need regular feedback on your process, tools, strategies, etc.
Soliciting feedback from your team, hiring managers, and other stakeholders will enable continuous improvement and better outcomes.
Embrace a feedback-driven culture and actively seek input to refine your recruitment practices and stay ahead in the talent acquisition game.
One way is to automate sending CNPS surveys to candidates after every hiring stage.
Make these surveys short and choice-based so candidates can complete them quickly.
Also, evaluate your strategies regularly and look for areas where you can streamline or enhance the feedback loop.
To simplify the process, leverage feedback management tools or applicant tracking systems that facilitate efficient feedback collection, organization, and sharing.
These tools can streamline the feedback process and improve collaboration among hiring team members.
At last, recognize candidates’ or teams’ efforts by expressing gratitude for their time and effort to share their experience or opinion.
8. Pre-boarding tips to engage candidates before their first day
While the recruitment process is in full swing, pre-boarding tips can help maintain candidate enthusiasm. Engage your future hires by offering them insights into company culture, sending welcome kits, or scheduling introductory meetings with their team members before the official start date.
Here are key pre-boarding strategies to implement:
- Send welcome packages that include company swag, employee handbook, and personalized welcome letters
- Schedule virtual coffee chats with team members to help new hires feel connected before day one
- Provide access to company resources like internal portals, training materials, or company social media groups
- Share “day in the life” content showing what their typical workday might look like
- Assign a buddy or mentor who can answer questions and provide guidance during the transition
- Create anticipation by sharing upcoming projects they’ll be working on or team events they’ll participate in
Effective pre-boarding not only keeps candidates engaged but also reduces first-day anxiety and accelerates their integration into your company culture.
9. Essential onboarding strategies for long-term success
Once your recruitment hacks have brought in top-tier candidates, effective onboarding strategies will ensure they hit the ground running, boosting retention and job satisfaction.
A structured onboarding process is crucial for:
- Setting clear expectations for performance, goals, and company values
- Providing comprehensive training that covers both role-specific skills and company procedures
- Facilitating relationship building through introductions to key stakeholders and team members
- Establishing feedback loops with regular check-ins during the first 30, 60, and 90 days
- Creating milestone celebrations to acknowledge progress and achievements
- Offering continuous support through dedicated HR contacts and mentorship programs
Key onboarding best practices include:
- Develop a structured 90-day plan with specific goals and checkpoints
- Use technology to streamline paperwork and administrative tasks
- Gather feedback regularly to improve the onboarding experience for future hires
- Measure success through retention rates, time-to-productivity metrics, and employee satisfaction scores
Remember, successful onboarding strategies don’t end after the first week—they extend well into the first year to ensure new employees are fully integrated and contributing effectively to your organization.
Continue your learning
Was that all? Of course not!
Now that you’ve discovered essential recruitment hacks, remember that the right onboarding strategies and pre-boarding tips are key to ensuring long-term success for your hires. Don’t forget to download our free eBook for even more insights into optimizing every step of your hiring process!
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Frequently asked questions
1: What are the most effective recruitment hacks for small businesses?
The most effective recruitment hacks for small businesses include leveraging employee referrals, using free job boards like Indeed and LinkedIn, implementing simple ATS systems, and focusing on talent attraction tricks like compelling job descriptions and employer branding on social media.
2: How do pre-boarding tips differ from onboarding strategies?
Pre-boarding tips focus on engaging candidates between job acceptance and their first day, such as sending welcome packages and scheduling team introductions. Onboarding strategies cover the comprehensive process of integrating new employees into the company culture and role during their first 90 days.
3: What are some quick hiring shortcuts that don’t compromise quality?
Effective hiring shortcuts include using AI-powered resume screening, implementing one-way video interviews for initial screening, automating interview scheduling, and creating standardized evaluation scorecards to speed up decision-making while maintaining quality standards.
4: How can talent attraction tricks improve my candidate quality?
Talent attraction tricks like writing compelling job descriptions, showcasing company culture on social media, offering competitive benefits, and using employee testimonials help attract higher-quality candidates who are genuinely interested in your company and role, reducing turnover.
5: What’s the ROI of implementing structured onboarding strategies?
Companies with structured onboarding strategies see 50% greater new hire productivity and 58% are more likely to retain employees after three years. Good onboarding also reduces time-to-productivity by up to 60% and increases employee engagement scores significantly.
6: How long should the pre-boarding process last?
The pre-boarding process typically lasts from job acceptance to the first day of work, usually 1-4 weeks. Key pre-boarding tips include sending welcome materials within 24-48 hours of acceptance and scheduling team introductions 1-2 weeks before the start date.
7: Which recruitment hacks work best for remote hiring?
For remote hiring, the most effective recruitment hacks include video-first interviewing, virtual job fairs, mobile-optimized applications, social media sourcing, and comprehensive pre-boarding tips to help remote employees feel connected before starting.
8: How can I measure the success of my talent attraction strategies?
Track metrics like application-to-interview ratios, quality of hire scores, time-to-fill positions, source effectiveness, and candidate experience ratings to measure how well your talent attraction tricks are working and identify areas for improvement.
