George is a senior recruiter in an IT firm, and he wants to become a recruitment ninja.
His job is to design and implement recruitment strategies to get the best talent for his company.
By looking at the highly competitive and candidate–driven job market, George realized that to hire the best of the best talent, he also needs to be the best of the best in his field. As a result, he decided that conventional hiring process will not yield the expected outcome.
Of course, to hire job–fit candidates, George will continue with the standard practices. However, there are several ways he can adapt to become a recruitment ninja for his organization.
Let’s look at five of the most significant ways that can help George become a more successful recruiter.
1 Be more creative while chasing the right fit candidates:
As per the LinkedIn, 75% of the candidates you want to target are passive. They are not actively looking for job opportunities. So, in order to attract the right talent, George must gear up and come up with a new sourcing strategy. To do so, the best way is to know your target even before approaching them with job offers.
Simply posting on job listing sites or job-boards, social media, and going through the responses will not help George find high-quality candidates. He needs to be more creative when it comes to attracting active as well as passive candidates.
Connect with them on social media, share the recruitment related information to educate them about the hiring process, set up an online conference to carry out engagement activity, etc.
Instead of convincing candidates to join, George can focus on piquing their interest. If the candidates are interested in the work culture, they are more likely to accept the offer. In order to get the maximum right, fit candidates, George needs to assure them that they will get better opportunities in the future.
- Learning and development:
These days, companies give attention to the skills and creativity of its employees. To stay ahead in the competition, most of the employers are implementing L&D programs.
In this candidate–driven job market, learning and development can play a major role in the recruitment process. While evaluating the job offers, candidates look at the kind of initiative organizations take to help their career grow. So, to design a successful recruitment strategy, George can include L&D programs to a source, attract, and retain quality talent.
George can gain a competitive advantage by investing in learning programs. With this, he will not only help new talent in their professional development but can engage and retain existing employees.
The millennials and gen-z do not simply settle for good money, but they seek for opportunities to learn and grow as well. So, if George wants to attract the right talent, he must consider what they really want.
- Upskill and empower yourself:
A lot has changed in the past few decades. Due to technological advancement and talent scarcity, the roles and responsibilities of a recruiter have also been redefined. Nowadays, they are expected to understand the organizational goals and contribute to the growth by hiring top-notch talent. So, like others, if George also wants to drive his company’s growth, he must design an upskilling program for himself.
His job demands his 100% attention and 360–degree management of human resources in the organization. George needs to make himself familiar with HR technology to stay on top of his game with current hiring trends. He must learn new skills to hire great talent.
With the help of an advanced recruitment assessment tool, he can become a recruitment ninja at talent sourcing, acquisition, technical screening, interviewing, and make the hiring process more effective.
George can also think of comprehensive training programs for HR professionals on modules like internal communication, paperwork, learning and development strategies, leadership development, motor skills, and strategic management.
- Ensure compliance with employment law:
Like other aspects of recruitment, including sourcing, attracting, selecting, appointing appropriate candidates, data privacy, and security,– recruitment compliance is also a crucial factor for successful hiring.
Compliance is an important issue that must be considered at every phase of the recruitment because failure in compliance can lead to financial penalties. To make the recruitment process compliant, George can rely on the technology that can help him keep a track of recruitment methods, messaging and conversation with compliance, capturing required data, and taking immediate and necessary actions.
Recruitment compliance is nothing but providing fair treatment and making each job vacancy open for everyone without discrimination. It is the process that reviews hiring methods, documents, and templates to ensure appropriate hiring procedure is being followed.
Author Bio: Pankaj is a digital marketing professional at Interview Mocha. He produces highly informative and actionable content for topics ranging from recruitment and social media hiring to candidate assessment. Pankaj believes in continuously learning & being updated with the latest trends in content marketing.