Tired of scanning countless resumes without spotting your ideal candidate?
We get it. But don’t worry – we’re about to share some top-secret recruitment methods that could totally reshape your search for the best talent.
It’s time to move beyond old-school methods and rethink your strategy. In this blog, we’re going to reveal 10 hidden recruiting tactics you need to start using now.
Sit tight and keep reading!
What are the traditional recruitment methods?
1. Job advertisements
This method involves advertising open positions through various job boards. Historically, these job ads were placed in newspapers and magazines, but in the digital age, they’ve migrated to online career websites like LinkedIn and Indeed.
In this method, job descriptions are the only communication channel between a recruiter and the best candidates.
2. Job fairs
These are events where recruiters and employers provide information about their companies and available jobs. Job seekers can attend these job fairs to learn about companies, submit resumes, and sometimes even have on-the-spot interviews.
Networking plays a huge role in this most common traditional recruiting method.
3. Internal hiring and promotions
Internal recruitment is done when companies promote from within, advancing current employees to higher positions.
They might also list job openings on internal platforms, giving existing employees the first chance to apply.
4. Cold calling
This traditional recruitment method involves directly contacting new talent through cold calls, even if they haven’t expressed interest in new job opportunities.
Try these powerful recruitment methods to boost your hiring efforts
Social media platforms have become the modern way everyone interacts and showcases their interests, passions, and talents.
Venturing beyond LinkedIn into Facebook, Twitter, and Instagram can provide valuable insights into potential candidates.
For instance, an aspirant’s consistent Twitter discussions around specific industry trends can indicate their enthusiasm for their field, and a graphic designer sharing their work on Instagram could serve as a virtual portfolio.
The trick is observing without encroaching on privacy, balancing professional interests, and respecting personal boundaries.
Social recruiting is a less formal but highly informative way to gauge potential fits for your organization.
2. Utilizing the power of podcasts
One of the most underrated recruitment methods- Podcasts are a dynamic media tool to increase visibility amongst qualified candidates.
Hosting an engaging podcast or being a guest on one that discusses industry trends or issues positions you and your organization as thought leaders.
Engaging with the audience, addressing their questions, and offering expert advice not only helps build credibility but also attracts high-quality candidates who have a deep interest in their profession and are keen to learn and grow.
3. Leveraging alumni networks
Interns, temporary workers, contract employees, and boomerang employees form a valuable network that often gets overlooked.
These individuals have already familiarized themselves with your organization’s workings, and if their internship experience was positive, they are more likely to return for full-time roles.
Establishing an alumni network, sending regular newsletters, or even an annual reunion can keep you in touch with this talent pool.
4. Engaging passive candidates
Not every talented individual is actively looking for a job.
But that doesn’t mean they aren’t open to exciting opportunities. Identifying such perfect candidates, understanding their career aspirations, and reaching out with a personalized message can yield fruitful results.
Remember, the key is not to sell the role but to present how it aligns with their career goals and enhances the candidate experience.
5. Leveraging reverse recruitment
This secret method involves seeking out new candidates and convincing them to join your organization.
Instead of waiting for candidates to come to you for an open role, you can analyze industry trends, identify key players, and approach them with what you can offer.
Personalized messages stating what made them stand out and why you believe they’re a perfect fit for your organization could pique their interest and start a conversation.
6. Using AI and automation
Technological advancements have brought about AI-powered tools that can streamline the recruitment process.
An AI recruitment software or applicant tracking system can automatically scan resumes through job boards, social media platforms, and professional networks to find potential candidates based on predefined parameters.
Artificial intelligence is capable of analyzing numerous data points that would be time-consuming and tedious for recruiters.
It can also help in candidate engagement. Chatbots, for instance, can answer common questions, provide timely updates, and even schedule interviews. They can interact with candidates outside office hours, providing real-time assistance and improving the candidate experience.
7. Gamifying the hiring process
Gamifying the recruitment process can be an innovative way to make the candidate selection process engaging and insightful.
You can assess a candidate’s problem-solving abilities, creativity, and other relevant skills in a more interactive way by presenting real-life job scenarios in the form of games or quizzes.
When implementing gamification into your recruitment process, it’s important to align the game with the skills and abilities required for the role. The game should be designed in a way that accurately assesses these skills, providing valuable data that can inform your hiring decision.
Also, while gamification can add a fun element to the recruitment process, it’s important to keep it professional and relevant to the job. Potential candidates should understand how the game relates to the role and what skills it’s assessing.
8. Encouraging employee advocacy
Employee advocacy is a powerful but often underutilized tool in a recruiter’s strategy.
Employees can be valuable ambassadors for your company, sharing their positive experiences and the company’s values through their personal networks. This not only increases your company’s visibility but also builds trust and credibility with potential candidates.
Establishing an employee referral program can also be an effective part of an employee advocacy strategy. You can incentivize your team members who bring in referral candidates.
Incentives don’t necessarily need to be monetary. They could be given perks like extra vacation days, tickets to events, or recognition within the company. The key is to make employees feel valued and recognized for their contribution and build a strong employer brand.
9. Attracting gig workers
The gig economy gives you access to a vast yet untapped pool of skilled professionals. These individuals, sometimes referred to as ‘freelancers,’ ‘contractors,’ or ‘consultants,’ usually work on specific projects or for fixed periods.
This can provide your organization with specialized skills or additional support when needed without the long-term commitment of a permanent hire.
To attract top-quality gig workers, it’s crucial to build a strong employer brand and showcase your company as a great place to work. Providing a positive experience for your gig workers can also lead to word-of-mouth referrals, attracting more skilled professionals to your company.
10. Understanding the power of networking
Networking, whether it’s at community events, industry conferences, or meetups, provides an opportunity to meet and connect with a variety of professionals.
This setting often encourages open dialogue and deeper conversations that allow you to understand a person’s skills, experience, and ambitions better than any resume.
Effective networking requires a proactive approach. It’s not just about handing out business cards but about engaging in meaningful conversations.
Ask about their current roles, career ambitions, and industry perspectives. Show genuine interest and remember key details – these can be valuable when you follow up after the event.
The world of recruitment is as dynamic as it is challenging. It requires identifying the right talent and attracting them to your organization, and making them a part of your team.
The traditional methods of recruitment still have their place, but it’s clear that the secret to successful hiring lies in exploring and integrating these lesser-known strategies.
Remember, the secret sauce in recruitment is finding the right people and evolving and adapting in an ever-changing landscape.
Frequently asked questions (FAQs)
1. What is one of the most common recruitment methods?
One of the most common recruitment methods is online job postings. This method includes advertising vacancies on job boards like Indeed or LinkedIn and on the company’s website.
This cost-effective method allows recruiters to reach many great candidates, provide detailed information about the job and the company, and even accept applications directly.
2. Which is the most effective recruitment technique?
Determining the most effective recruitment technique depends on various factors, such as the industry, the specific role, company size, culture, and resources. However, here are a few recruitment techniques that have been widely recognized for their effectiveness:
- Employee referrals: This is often cited as one of the most effective recruitment methods. Current employees clearly understand the company’s culture and the job demands, so they are likely to refer candidates who are a good fit. Referred candidates typically have higher retention rates.
- Online job boards and social media: Posting job openings on major job boards can reach a broad audience.
- Recruitment agencies: These can be particularly effective for hard-to-fill roles or executive positions. These firms have extensive networks and specialize in sourcing and placing candidates.
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