It is time to up your recruiting techniques game in 2019. Here are 11 tips to bring your business to the top.
Should you be using a customer relationship management (CRM) system? If you’re a recruitment agency, the answer is probably yes. A good recruitment CRM will make your agency more efficient, more productive, and likely more profitable. Here are three signs it’s time to make the switch.
1) Your Recruitment Agency Is Growing
A recruitment CRM is a long-term investment that both grows your business and grows with your business.
In fact, growing your agency without a CRM can be downright impossible. The bigger your agency gets, the more complex your database becomes. Tracking candidates, communication, and your recruiter’s activity can quickly become unwieldy as your agency grows in size. Candidates get lost in the crowd, errors add up, and you risk losing important accounts.
A CRM makes growth painless, and even encourages it. It’ll help you streamline manual tasks, drive better relationships with your candidates, and make it easy to get new recruiters up to speed—all essential for growing your agency.
2) You Want to Improve Your Candidate Experience
Want happier candidates? Eliminate the steps that lead to hassle and frustration. An excellent CRM and its integrations can help simplify every step of the candidate lifecycle, from streamlining the application process to eliminating timely paperwork during the onboarding process.
But it’s the human touches that truly make for a great candidate experience. The best applicant tracking systems will provide your recruiters with the insights they need to better manage their candidate relationships. And by eliminating the need for entering data, they’ll have more time to devote to them.
3) You Don’t Have Enough Visibility into Your Business
Is it easy for you to access data about your business? Can you measure fill rate? Interviews per hire? The number of times your recruiters reach out to candidates?
A CRM makes it easier to report on your data and gives you insight into your recruiter’s activity, so your recruiters can become better faster. Even better, a CRM that automatically captures data will gather the data for you, so you can be confident that the data is accurate and a true representation of your agency’s recruiting activity.
A good CRM will illuminate all aspects of your business. In addition to tracking your recruiter activity data, a CRM will help you better understand your candidate pool as well. You can closely review all communications with candidates to ensure all their needs are met.
So it’s 2019 and the “war on talent” is still among us. The economy is back on track, business is good and hiring is at an all-time high! The challenges are real and it’s no secret that both traditional job boards and old or often out-dated candidate databases no longer provide hiring teams with the once golden source of talent seen in the past years.
Although it’s fair to say these sources can still offer some value, tactics and strategies have evolved and despite the vast technological innovations, talent scarcities still remain and the primary differentiator between companies is often only their brand and emotional appeal.
When it comes down to it the question is why work for Google over Facebook? The pay is roughly similar, benefits are great, and management is similar. The primary reason is a belief that one is in some way better than the other. This opinion is largely subjective, built or weakened by friends, and also partly built by the press and social media. To create differentiation and improve candidate engagement, recruitment must morph into a marketing process. While there has always been an element of marketing in a good recruiting process, it has never been the core and this is now changing.
Enter recruitment marketing. Recruitment marketing applies the principles of modern marketing to recruitment, such as omnichannel communication, analytics, hyper-targeted messaging, and technology-enabled automation to attract, engage, and nurture passive talent by reinforcing the employer brand or the employer value proposition (EVP).
In short recruitment marketing is
the strategies and tactics an organization uses to find, attract, engage and nurture talent in the recruiment campaign.
In traditional recruitment sometimes this can be referred to as the pre-applicant phase of talent acquisition. It is analogous in many ways to corporate marketing and is extremely similar to employer branding except relates to trackable initiatives that drive awareness and conversion of applicants vs someone’s impression of working at a company. Of course others see employer branding as a subset of recruitment marketing, in addition to extending the reach and exposure of career opportunities, building and nurturing candidate relationships through talent networks, and all management of messaging and advertising of talent acquisition efforts.
Recruitment marketing takes a holistic view of operationalizing the entire candidate journey the way marketers approach their customer journey. So, let’s take a look at how the most successful talent acquisition teams implement an effective recruitment marketing campaign:
1.Attract: Notice how most casual conversations about Google ultimately lead to their work culture? No, it’s not the free food or the hours or the futuristic Googleplexes that gets people talking. Most of Google’s success in attracting top talent comes down to their employer branding, their reputation among potential candidates and employees .
2. Assess: The second step in the recruitment marketing funnel is engagement. Once you’ve established a strong employer brand, you’re likely to receive a lot of attention from potential candidates. Talent analytics coupled with your trusty old companion – applicant tracking systems will help you evaluate the good-fits, the best-fits, and the misfits.
3. Engage: Houston: You’re now cleared for takeoff! With your talent pipeline in place, your comprehensive recruitment marketing campaign is ready for launch. It’s now time to think about creating memorable candidate experiences and building long-term relationships with candidates. This process is also driven by data collection and analytics. Talent analytics will shape the candidate experience you deliver .
Think back to every cold call you’ve received from recruiters that made you feel if they read your resume at all; Analytics dashboards and a unified vision of the candidate pipeline is essential to developing a winning candidate experience. Converting interested, qualified candidates into hires depends on how efficiently to manage your talent pipeline.
The success of any recruitment marketing strategy relies on the effective use of recruitment tools and data analytics. However, true adoption of new technology – especially a disruptive one – needs a well thought out change management strategy and implementation plan. Finally, determine the success of your recruitment marketing strategies by calculating pre- and post-conversion rates, time-to-hire, and cost-to-hire and comparing them against industry averages.
Does your recruitment strategy boil down to posting a job ad on a board and biting your nails, waiting for the perfect candidate to apply? There are lots of recruitment strategies out there, and post and pray are far from the best one. It’s the recruitment equivalent of fishing with a stick and a piece of string while your competition is on a speedboat, throwing a fishing rod made out of carbon fiber with carefully chosen bait. In other words – you could still catch some fish, but it won’t be very good fish.
If you want to fill more positions, get better quality candidates and decrease your time to hire, here are some of the best recruitment strategies you can use in the year to come.
Recruiting Strategies to Use in 2019
While we’re still in 2018, it’s a good time to set the stage for the new year. While everyone else is using January to recover from the holidays (both the hangover and the blow to the budget), you can use this period to set up, test out and benefit from these recruiting strategies and kick off 2019 with some excellent new talent on your team.
From communicating the right values in your job ads to onboarding the candidates properly, the recruitment strategies you use can make or break your hiring process. Here are some that you should try out.
Work on your employer brand
Let’s start out with the most difficult one. Employer branding is perhaps the most important element in attracting, hiring and retaining great talent. In fact, 72% of leadersin the recruitment field across the world agree that it has a significant impact on hiring.
As we’ve previously written, having a strong employer brand is one of the best ways to attract great applicants. Unfortunately, of all the recruitment strategies we’re about to mention, this is the most difficult one, as it requires significant investments in time and money to pull it off right. According to Glassdoor, the average company spends about $129,000 on employer branding, the bulk of which is spent on print advertising, online company profiles and online social monitoring. While the amount may seem fairly high, the return on investment is more than good.
Introduce an employee referral program
In 2019 and the years to come, employee referral programs should finally get the credit they deserve. This underused hiring tool is the secret weapon of many recruiters across industries.
Using one of these programs, you’ll be able to reap the benefits such as:
- Lower turnover rates
- Better quality hires
- Shorter time to hire
- Shorter onboarding
- Less money spent hiring
Unlike employer branding, setting up a quality employee referral program doesn’t cost much and you can get results fairly quickly, provided you follow the steps outlined in our guide.
Use data to improve your hiring process
Whether you’re using an ATS or not, hiring great candidates needs to be a process and not shooting in the dark. As one of the most important business quotes says, you can’t manage what you don’t measure – and there are lots to measure when it comes to recruiting.
Some of the most important metrics to track include application completion rate, qualified candidate rate, cost of hire, time to hire, candidate response rate and many others. By measuring each of them, you can track what’s going well and what can be improved in 2019.
Tip: if you want to learn more about recruitment metrics and get a free template, you can check out our article.
Innovate with your recruiting process
Depending on the company, the industry and primarily the recruitment strategy you use, you will get an average of several hundred applicants per position. While this is an admirable result, it can be better. For example, Toggl gets about 1,500 applicants per position, and it’s not just because of how great the product is – although it doesn’t hurt their efforts.
Toggl ditched the CV as a hiring method and instead uses tests. They also made it super easy to apply, with a simple click of a button. Finally, the company is remote, which opened up the entire world as a talent pool. As a result, they get up to 5 times the candidates that other companies usually get.
You don’t have to replicate Toggl’s recruitment strategy to get a large number of qualified candidates. All you have to do is try out something different and innovate with your recruitment. As long as you do something to stand out from the crowd, your chances of getting better quality candidates increases.
Go for passive candidates
Here’s a discouraging statistic – the top talent is gone from the job market in less than 10 days. That means that you have to hire quickly, at the right time and make an offer fast. In other words, finding a great candidate becomes more like a game of dice and less of a well-thought-out, regulated process with predictable outcomes.
Passive candidates can be a real treasure trove of great talent if used the right way. In fact, this is how we found almost all members of the Hundred5 team – through tests placed on social media.
Bear in mind that passive candidates won’t be as motivated to apply and that they won’t have an updated CV standing by. Make the application as easy as possible and watch great applicants roll in.
Use a recruitment marketing agency
You have to fish where the fish are. When it comes to recruitment, this means that you need to go to the right places to find your ideal candidates. If you’re hiring a Java developer with 5 years of experience, you’ll be better of looking at StackOverflow than posting an ad on LinkedIn.
Niche job boards are job boards specializing in a certain field. For example, there areremote job boards, job boards for developers, writers, etc. They see less traffic than big websites, but they let you fish for exactly the kind of fish you want. In other words, you’ll get fewer candidates, but they will be better quality candidates.
Have an accurate job post
Let’s face it, being a recruiter can be a really difficult job at times, especially if you’re hiring in IT. For the most part, recruiters and HR staff have to write job ads, which can make or break the company’s search for talent. Problems arise when you have to write a job ad for a technical description such as an Angular developer, for example. Unless you do some coding on the side and have previous industry experience, chances are, you won’t know much about Angular.
If you take a look at this tweet, you’ll notice a candidate anonymously shaming a company for putting out an ad requiring 8 years of Swift experience – a technology that has existed for merely 3 years. Errors such as these will do more damage than a mean tweet. They make the companies hiring look incompetent, uninformed and downright careless about their hiring processes. Needless to say, this is not exactly a talent magnet.
For 2019, make sure your job ads are proofread, double-checked and accurate, to avoid discouraging potential applicants from applying and your company becoming the laughing stock of Twitter.
Improve your job interviews
The candidates that reach the interview stage require extra effort – you need to sell them the role, as much as they need a new workplace. Unfortunately, this is where many recruiters fail. According to LinkedIn’s research, 83% of candidates said that a negative experience in an interview could change their opinion about a role in a company they liked.
Websites like Glassdoor have a section where applicants can review companies if they’ve never worked there – based on the interview experience alone. This means that applicants will talk about the interview (and job application) experience even if they don’t make the cut. And if your interview consists of cookie cutter questions such as “What is your biggest weakness“, get ready for some criticism.
Instead of taking the same route as everyone else, ensure that the candidates get meaningful questions and information about the role and their skills so that they leave your office interview (or video call) satisfied. That way, even if they don’t get the role, they’ll be an advocate for you and spread the good word.
Reach out to great applicants from before
As a recruiter, you have to make some tough decisions in your everyday job. Cutting the list of applicants down from 500 to 10 is a lot easier than choosing which of those final 10 are going to be hired. When you have several really talented, experienced candidates who would make a great fit for the role, it often comes down to nuances when making the final decision.
As for those candidates that didn’t get hired – they could be your best asset for recruiting great candidates in 2019. These are the candidates that lacked a certain something but would make a great employee for future openings – so keep their contact data handy.
Whether it’s for filling a similar role, an extra position they hired for or replacing your number one choice, these are the people to reach out to. Especially in cases when your number one choice quits weeks after getting hired, dig into your ATS and find your previous applicants. When contacting them, make the message personalized and let them know why you’re reaching out.
Reach out to previous employees
Hiring someone who worked for a company before (or rehiring, as it’s also known) may not sound like a terrific idea, but hear me out. If the employee left on good terms, they may be the perfect candidate for their old role, a different role or a new role higher up on the ladder.
First, if they’ve spent some time on other positions, they will bring back new skills and work experience. While they were working for someone else, some other company invested time and resources to train the employee and you can use this to your benefit.
Second, you’ll spend less time onboarding. According to research, it takes three to six months for a new hire to become fully productive. If you rehire a former employee, the onboarding period is significantly shorter as they know the ropes and get up to speed much quicker.
As long as the new old hire had a good experience working for the company before, they’re one of your best choices for open positions.
Host a meetup
If you’re looking for a way to involve your current employees in the recruiting process, meetups are one of the best ways to have them engaged to find new talent. If there’s an event happening nearby, for PHP developers, for example, send out some representatives and let them spread the word about your company. Include a bunch of free merch you can give out to attendees and let your employees be your best advocates.
For example, one of Serbia’s most successful startups, FishingBooker, recently held a content marketing workshop in their offices. The workshop was free for all attendees, who got to learn the basics of writing and content marketing. The applicants gained knowledge and a chance to learn from the experts, while FishingBooker got a list of great candidates to reach out to next time they have an open position for a content marketer.
Don’t stop here
The world of recruitment and HR is quickly evolving and while these strategies will work in 2019, they may not be successful in the years to come. With a growing number of IT roles, the expansion of remote work, the increased focus on skills vs. resumes, the job market of the future could be very different from where it is right now and it’s best to stay up to date with current recruitment trends.
Finally, not all of these recruitment strategies will work equally well for all companies. In order to advance your hiring, use these strategies, improve upon them, personalize them and make them your own and sit back as great candidates come in.
We all know the recruitment industry is moving fast. The industry has gone from fax machines and newspaper adverts to recruitment marketing and machine learning in what seems to be just a blink of an eye. In this new world of smart recruitment, agencies that want to succeed in 2019 need to re-focus their game plan and integrate the best tools available to deliver the best candidate and client experience possible.
But which technological innovations are passing fads and which ones are here to stay? As a leader of your recruitment marketing, and technology strategy where should you invest your resources to make changes that can actually better your business and stay ahead of the competition? In a recent study, Bullhorn asked over 1400 recruitment professionals to name the next big technological innovation in the industry.
Here’s what the study asked:
What technology or tool has the highest potential to improve and innovate the recruitment industry?
Most recruitment professionals agree that recruitment automation presents an exciting opportunity, but agencies have a long way to go before automation is fully ingrained in their day to day operations.
Today more than a third (35 percent) of agencies don’t automate during the recruitment process. Things like sales prospecting, client engagement, and account management are still largely manual and inefficient activities. Only about 60 percent of agencies automate candidate attraction, selection, screening, or nurturing.
In 2019 smart recruitment agencies will embrace automation and will begin to positively impact the bottom line and increase competitive advantage over agencies who fall to adopt better recruitment technology.
What’s the biggest value from automation? Respondents are split between its ability to increase engagement and improved efficiencies that come with automation.
Recruiters are excited about AI, but there’s little consensus on how to best harness its power. While agencies are still trying to figure out the best way to leverage AI to improve candidate and client satisfaction and bolster productivity, they can agree that it will have an impact.
Study respondents chose AI more than any other technology. “AI will take a lot of the grunt work out of the process of screening fit candidates during the early phases of a search.”
In 2019 AI tools and technologies like Recruit M will become widely adopted and become the new standard in
Chatbots, an offshoot of AI, still sees a relatively low adoption rate by recruitment agencies. But judging by this year’s respondents, its place in the conversation has advanced considerably. It’s likely that this is connected to an ever-increasing focus on the candidate experience. Chatbots can enable recruitment agencies to respond to candidate concerns immediately and free up recruiter time in the process. “Chatbots allow or a natural and relatively pain-free interaction for candidates without taking up extra time from a recruiter.”
To see this in action click the Facebook Messenger button below...
While AI adoption may be a goal of the future, direct messaging is having its moment now. It’s by far the fastest growing recruiting communication channel: 69 percent expect their usage to increase in 2018. Respondents also cited it as the top method for communicating with Millennial and Gen Z candidates. Texting and or Twitter feeds may be a better way to reach out to the last 3 generations. Why? We need to communicate with the technology that they are most comfortable with.
Everyone agrees that job boards provided lower and lower quality candidates and worse than ever ROI however, that doesn’t mean they are going away anytime soon.
The good news
Video – More than a third of recruitment agencies plan to increase their use of video interviewing in 2018, but that doesn’t mean its become standard operating procedure just yet. A full 29 percent of agencies don’t use video at all.
Video will streamline the hiring process and decreases the costs that come with interviewing candidatesRespondent 2018 Recruitment Trends Report