The 8 Best Practices for Effective Recruiting

For every CEO who is recognized by the press because of his company's success, there are hundreds of committed employees who make it possible. Your recruitment process deserves the same care and attention as any other business strategy.

Not having the right talent in the right place affects your company's results. El 57% of high-level executives fear that failure to meet recruitment needs will increase consumer costs. Another concern, which affects 54% of leaders, is how to address employee burnout.

Having the best talent in Human Resources and Marketing makes it easier to establish a business culture around attracting suitable candidates for vacancies. Next, we will develop some of the best practices used by successful companies in the area of recruitment.

1) Building a healthy work culture

Nobody wants to work for an organization that doesn't make you feel welcome or complete. Usually, how employees feel at a company will directly influence their performance. You won't get the best job from people who are constantly looking for strategies to get out of your company.

Companies that try to understand their employees are much more successful at retaining them. El 64% Some of the most admired companies plan for the needs of their workers two years in advance, and don't wait until they're unhappy to make changes.

Happy employees can be the best recruitment tool for a company. In other words, satisfied employees are more likely to speak positively about company culture and how much they enjoy where they work. This attracts qualified candidates to apply for vacancies in your company.

New employees feel committed and driven to boost company growth. A positive work environment also improves your retention rate, meaning you won't have to fill the same vacancy over and over again.

Characteristics of a Healthy Work Culture

• Open communication between employees and managers.
• Reinforcement of positive values from the high ranges downwards.
• Adequate training to keep up to date with the changing work environment.
• Employees who feel supported and valued.
• Promoting a healthy work-life balance

2) Use powerful recruitment tools

The good news for recruiters is that, today, the virtual world provides endless opportunities to search for candidates. The bad news is that they must spend a lot of time to cover all sources of recruitment. In addition to your job boards, you have social networks such as LinkedIn, Facebook, Twitter and even Instagram.

It's hard to cover all this ground without recruitment software. You need an ATS capable of helping you organize a talent pool with candidates and then guide them through the application process.

The importance of powerful recruitment tools

Automated recruitment tools they help recruitment agencies and HR professionals cover a lot of ground quickly. Softwares such as Emi, they help recruiters looking to fill large numbers of positions to do so in less time. Emi can handle essential tasks, such as filtering thousands of applications and coordinating the interview process with candidates. Here you can see how Emi and other tools work to reinforce your brand and attract the best talent.

3) Create interesting and accurate job advertisements

Despite the fact that many recruitment managers are using social networks as sources to search for candidates, job advertisements still carry a lot of weight. Your recruitment strategy should include developing clear and concise job descriptions that explain what qualified candidates should expect if they get the job.

The last thing you want is for new employees to go through the entire application and onboarding process, only to discover that position isn't what they expected. This would involve having a dissatisfied employee looking for a way out, and starting the recruitment process all over again.

Optimizing your job descriptions to demonstrate the impact that your applicants could have on a position can help you expand your candidate pool. A person who has only 75%/80% of the qualifications you need may be excited to try and apply.

What to Include in Your Job Descriptions

• A clear description of the role.
• All the responsibilities that the position has.
• Experience and skills needed for the role.
• A description of your company's values and culture.

4) Make your interview process unique and simple

The only issue that most recruiters agree on is that the interview process needs to be improved. The questions you ask may not be enough to determine if a person is a good fit for the company or not. Since most candidates search for vacancies on the Internet, the technology you use during the application process will be key to obtaining a good list of candidates.

Once you have your list of potential new hires, you should prepare for each interview. Review each candidate's CV and cover letter in depth. Read the answers to the pre-filter questions to orient yourself with the profile and understand what is important to each applicant.

Provide a relaxed environment so that candidates feel comfortable talking to you. This way you can get more honest answers about your previous experiences and expectations for the position. Expand your questions beyond what can be seen in the CV. Use the time you have to understand what they consider to be essential, as this is an excellent way to determine if the candidate would fit in with your company culture or not.

Be honest about what it's like to work for your company, so that candidates have an overview of what the work environment is like. This way, they won't feel cheated after going through the entire recruitment process. El 30% of workers resign within the first 90 days, of which 41% state that the reason is not to have been clear about the role.

Key Tips for Improving Interviews

• Create a structure around the interview.
• Provide applicants with essential information about your company.
• Allow applicants to decide how to conduct the interview depending on the options available.
• Provide an opportunity for the candidate to elaborate on the details of their CV.

5) Have a faster recruitment and onboarding process

Qualified candidates generally have a variety of opportunities in the labor market. The longer your recruitment process takes, the more chances are that the best talent will be hired by another company. It is worth paying for recruitment software able to make your application process more efficient.

Equally, it's important for companies to simplify the transition for new employees. If you have the right technology, the same platform that effectively worked as an ATS can help you with candidate onboarding.

Look for ways to streamline the entire application process. Making this process tedious can discourage quality candidates. You should look for ways to attract employees that can fit the various vacancies.

Use information you have obtained about the skills and experience of your employees, so that they are aware of vacancies that can boost their careers. Providing opportunities for your staff goes a long way in improving the retention rate.

Automation helps with important functions such as:

• Review applications.
• Schedule interviews with candidates.
• Rate candidates with respect to the role.
• Provide essential company information to new employees

Use an automated operational role recruitment tool

Beat your competition by using Emi's AI capabilities. We provide everything necessary for recruitment agencies and managers to fill vacancies and train new employees. Learn more about how you can boost your employer brand with Emi Scheduling a demo.

6) Review CVs of former applicants

Build a talent pool of people who have applied to your company in the past. Even if they weren't right for one position, that doesn't mean they can't be perfect for another. Use the information stored within your ATS and consider them for future opportunities.

A talent pool makes it easy for you to find qualified applicants when a vacancy opens in your company. Having a list of quality candidates will give you an advantage in the labor market. The best candidates will already be familiar with your brand.

Providing a positive experience in the application process will make them more open to future opportunities. Below, you'll find an email model that companies can use to attract candidates when there are new openings.

Email template for past applicants

Hello [Name of candidate],

My name is [talent manager/HR professional/recruiter]. You contacted our company [time (example two months)] ago when you applied for the position [job name] in [company name]. [Add more details of the conservation/interview].

We are currently looking for a person for [position name] in [area name]. You made a very good impression on our recruitment team. Despite having advanced with other candidates for the position at the time, we knew that you could provide value in our company.

[Detail issues in the candidate's CV/interview that made a good impression on your recruitment team].

Your skills and experience seem to fit the profile we need for [job name]. We would love to be able to coordinate a short call with you on [day and time]. If you're not available, we can reschedule according to your schedule. We are excited to hear your opinion about the new position.

Take care of yourself,

[Name and position]

7) Search for passive candidates

Passive candidates are people who, while not actively looking for work, may be interested in a good offer. Your goal is to discover what would make them consider a change. This is where you can benefit from investing in recruitment software.

Go a step further in job advertisements and content creation, so that they generate greater interest. Blog posts, videos and newsletters are recruitment tools that can demonstrate what your company stands for. Using unconventional ways to attract passive candidates can encourage them to look at your company's job opportunities more closely.

You should also target other channels such as social networks to capture the attention of passive candidates. Many professionals are in places like Twitter, Glassdoor, and LinkedIn. They are perfect sources to promote your content and turn passive candidates into potential applicants.

Strategies for attracting passive candidates

• Turn your employees into recruitment tools by making them speak positively about your company.
• Send messages to the best candidates through social networks.
• Optimize your company's website to be compatible with mobile devices.
• Remodel your application process so that passive candidates can easily apply.
• Organize live events to discuss various initiatives.

8) Expand your talent pool with employee referrals

The topic to which we return again and again is about the benefits of having a satisfied staff. Take advantage of that enthusiasm to set up a referral program. Your employees provide information about people they know who might be a good fit for the company. They are rewarded with benefits such as extra time off, bonuses or other incentives.

Start by reviewing your company and defining where you need additional help. Use this information to determine what you need from new employees, such as specific skills, work experience and educational training.

Make sure your employees know your hiring needs, including how soon you're looking to hire someone. You'll benefit from finding good talent that you may not have known about and your employees benefit from collaboration.

Benefits of a referral program

• Higher retention rates.
• Largest talent pool.
• Improved recruitment frequency.
• Higher employee satisfaction.

Connect to the Future of Recruiting with Emi

Get ahead of your competitors by using Emi to renew your dynamics in the application process. Make sure you always have quality candidates on hand to meet your company's need for mass hiring. Learn how you can transform your current recruitment strategy requesting a demo of our platform.

‍