As an employer or recruiter, you surely want to fill positions with the supreme talent you can find. But this process can be very demanding and so recruiting for new or highly technical positions require fresh tactics and improved stronger strategies. We have to take into account that many of these technical positions didn’t exist 10 years ago. In this technical domain, certain vital skills like technical skills or specialized experience are crucial but finding that a suitable candidate can be absolutely impossible. Some locations can be tough to find certain types of talent. By merging conventional recruitment techniques such as job advertising with the help of latest approaches, like utilizing employee networks and creating strong online strategies, you can succeed in filling technical roles.
1] Creating your Social Media Networks
Build social media accounts for your company on Twitter, Facebook, and Instagram. Establish youtube videos and blog post series to recruit and network with candidates. Through these social media accounts, you can display potential candidates what it is like to work at your Company by stressing why your employees love coming to work every day. Showing potential why your company is so great through the content is a brilliant recruiting strategy for technical positions.
Encourage all your employees, especially recruiters and hiring managers, to use social media for finding candidates. Training should be imparted to employees to teach how to develop their online networking sites and how they can help you in recruiting candidates.
2] Motivating Employee Referrals
It a trending process of hiring candidates by encouraging your existing employees to find new candidates in exchange of a particular amount of payment for each referral candidate you select as new employees. This way, the employer enjoys many benefits. The first being the quality of the candidates. Your existing employees are already aware of the requirements of your company and thus, when they refer your company to a potential candidate, it is more likely that the potential candidate is knowledgeable and knows about the requirements of your company. The second benefit is the rise in employee retention rates. It is one of the best strategies to retain your employees because it is more likely that the referred candidate is willing to work alongside your employee who referred your company to the candidate. It is because the referred candidate will not feel isolated as the existing employee will act as a guide to the referred candidate. thirdly, employee referrals save you the time that you otherwise would have wasted on sourcing and screening candidates. Last but not least, it improves your employer branding because the referred candidates are more likely to trust the existing employee than the words of the recruiter. Simultaneously, it also expands your talent pool.
3] Get Ready with Content Marketing
By developing and publishing appealing and interesting recruiting content which is of prime importance to your prospective candidates, you can develop your stature as an employer of choice, create and seize the interest in your organization and help candidates find your Company easily when they search online.
4] Improve your Job descriptions
Use tempting language that emphasizes the benefits and rewards of working at your organization. Instead of listing off the essential things that candidates must have in order to apply, take this chance to captivate candidates and persuade them in a manner which makes them feel that they need to work for you in order to build a better curriculum vitae and grow significantly in their careers. Obviously, job details need to be included but including Company perks, benefits(e.g. free lunches, health care, paid vacation ), career advancement opportunities and exciting projects candidates can expect to work on.
5] Concentrate on College Recruiting
To target candidates early in their careers, execute Job shadowing programs for high school and college students, to participate in college recruiting and recruit entry-level grads for as many positions as possible.
6] Virtual Reality Recruiting is about to accelerate
Traditional videos have proven to be dominant in disclosing the excitement of working at a firm. However, Virtual Reality simulations are clearly a much superior way to disclose the excitement of a job and a company. Using Virtual reality also sends a message to prospective candidates that the firm is on the frontline of technology.
7] Invade your talent competitors
By far the most daring action in recruiting is to deliberately attack your competitors. When you recruit outstanding talent directly from a competitor, your firm gets better, while the target firm gets weaker.
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