Finding the best candidate for the role has never been an easy feat. More people have left their jobs brought about by ‘the great resignation’ and have been on the lookout for their next career adventure. This should mean that a great pool of talent could quickly be hired, right? This statement isn’t entirely true. Many factors affect people’s job search, and now more than ever organisations are being ghosted. It’s disheartening to find an applicant with a stellar resumé who interviews well but won’t push through with the application or leaves you hanging by not signing the contract during the job offer. Here are a few tips for an effective recruitment strategy:

Focus on building relationships with candidates

One of the factors in sealing the deal with a potentially great hire is having a solid connection. Personalising the experience for them will set you apart from the rest. This could be by sending out a customised interview invitation or making a short video introducing the company and the new role. It makes the application process more exciting for the applicant and could result in better engagement. Adding that human touch will help people become more invested in your organisation. It would also be good to connect with the candidate as they go through the recruitment process until their first day in the new role. Remember that you need them just as much as they need you. If you’ve got an eye on a candidate, it won’t hurt to help them out and set them up for success with their application.

Be social on social media

Social media is helpful for job posts as it gets the message across, with more than half of the world’s population being users. Many companies post job openings on social media but then don’t fully utilise the social aspect of it. LinkedIn, Instagram, and Facebook, just to name a few, aren’t just announcement pages. These are tools for engagement. In the past year, TikTok launched a job search service wherein companies could share job openings and allow job seekers to post resumé videos. Being active in social media could help your brand reach a different audience. Consider making posts that are relatable, compelling, and interactive. These won’t only help you get more views but also potentially find new clients or candidates.

Don’t burn bridges

In 2020, many organisations were forced to furlough their talented employees and they were the first ones to get hired once they were on their feet again. Internal contacts such as alumni are great resources as they might be looking into returning to your organisation. The alumni might be able to refer an applicant whose skills fit the role but also the company culture. In addition, candidates who didn’t make the cut should still be kept in your contacts or database. These people may not fit the job they applied for right now, but there might be a role that would be perfect for them in future.

Establish a referral program

Your current employees are great resources for referrals as they would be able to gauge if the person is suitable for the vacant role and would fit in your organisation’s culture and values. Incentivising this would encourage them to search for the best candidate actively.

In the era of ‘the great resignation’, companies are left with more job vacancies than there are available highly skilled applicants. These tips could help you in finding the perfect person for the job. At FIRESOFT People, we can assist you in searching for the best candidate. Visit our website at https://www.firesoftpeople.com/client-landing to learn how we can help empower your projects. You can also register here to receive your free copy of our post-offer onboarding strategy today!