There was a time when the only way candidates could find jobs was by going through the job list in newspapers, sending in their resumes and waiting for a reply. With limited companies to choose from, a candidate only had his resume proving his skills and qualifications.
Today however candidates are in a much better position in choosing employment, with news and information about companies available from various sources. Platforms such as Glassdoor and Indeed allow candidates to access inside details about companies provided by employees themselves. These recent developments have allowed candidates to be very selective, applying only to companies that match their expectations in terms of salary, work culture, and growth.
This, in turn, has forced employers to drastically change and improve their recruitment tools and techniques to impress and acquire the best candidates. Recruiters now are actively engaging with potential clients, making their presence felt and showcasing to them the best their company has to offer even before there is a need to actually hire. Here’s how:
1. Ensure a positive recruitment experience
According to a recent survey conducted by IBM, 62% of the applicants who were satisfied with their recruitment experience, regardless of whether they were hired, referred others to join the company. On the other hand, only 28% referred others to a company when they were not satisfied with their candidate experience.
Similarly, another study conducted by Deloitte found 87% of the applicants who had a positive experience during recruitment changed their perception regarding a company they once doubted. While 83% of the applicants said that a negative experience changed their view regarding a company they once liked.
Not all applicants will join your company but all of them will have an opinion about your company. Ensuring a positive recruiting experience, a candidate not only has a higher chance of accepting your job offer but also re-joining your company in the future as well as referring others to your company.
2. Maintain a Brand Identity
Having a strong brand identity is decisive to get noticed by candidates. According to a study by LinkedIn, companies with a strong brand image get 50% more qualified candidates and a 50% reduction in cost per hire. Your brand identity is dependent on the several points of contact someone has with your company. Your social media presence, your website, and reviews of your organization, all these factors make up your brand identity. Besides, the idea is not to continuously promote your brand only but also to talk on the latest trends and topics relevant to your field. This way, candidates will be familiar and follow with your brand even before there is a need to hire.
3. Catch their attention with short and engaging job posts
According to Global Web Index’s Social Media Trends 2019 Report, on average Indian users spend 2.4 hours on social media where they are constantly fed with new information. To ensure your job post stands out from the rest of the clutter on the internet, your communication should be short, crisp, and most importantly engaging. Also, your communication and interface should be mobile friendly keeping in mind the increasing use of smartphones in engaging with all things online. Furthermore, adding a video with a short of the office with testimonials from your present employees can leave an impression on a candidate.
In this candidate-centric age, recruitment is an on-going effort by engaging potential candidates through technology and innovation. The company that manages to successfully employ both in their recruitment techniques shall enjoy the highest success in finding the best employees for their company in the future.