If you want to attract the best and brightest talent, you need to build a holistic recruitment strategy to land the right candidates more quickly. Here are four key elements to consider when creating a holistic recruitment strategy to serve as a framework to set you up for success in 2017 and beyond.
1. Plan: You need to plan and align expectations with hiring managers.
That means leveraging data to help you target the right candidates, conducting intake meetings with hiring managers and coming prepared to those meetings armed with data to help guide the conversation. Intake meetings are crucial so that recruiters and hiring managers are aligned on recruiting goals and ideal candidate profiles — especially when recruiting for new or unique positions. You should come prepared to speak to the number of potential candidates available in a given market, as well as insights on salary expectations or market cost of the position you’re hiring for.
2. Search: You need ONE place to search your candidate data.
You need a database that harnesses the power of having all of your candidates together in one place, instead of having to log into your ATS, inbox or multiple systems to find candidates.
You should also be able to take advantage of semantic search, which means selecting a system that understands what you mean and not just what you type. That’s really important because more than a third of HR managers say that one of the biggest time wasters in their day is seeing candidate search results that don’t match the context of what they’re looking for.
You also need to be able to reach out to candidates who have already engaged with your company, instead of having to start from scratch.
3. Match: You need to match the right candidates to the right jobs.
Have you invested in candidate matching technology? It will save time by removing a step in the sourcing process. Not having to spend a significant amount of time on Boolean strings and updating searches to find the right person results in a shorter time-to-hire.
You won’t have to wait around for candidates — you can proactively go after them based on their relevance for the job. You should be able to log into your computer and see all the jobs you have to fill and automatically see matched candidates who would be more likely to respond to your offer, thereby shortening the time it takes to reach out, interview and make the hire.
4. Engage: You need to engage candidates who would be most likely to respond.
The next step in your recruitment strategy should be to get your message in front of relevant candidates and to keep them engaged. That includes creating campaigns and sending customizable and targeted marketing emails encouraging these candidates to take action.
You should also be able to access real-time analytics to help you know who to contact next based on the actions taken on specific emails. That way, you’ll be ready with a list of the top candidates that you can pick up the phone and call right away.
See how you can build a more holistic recruitment strategy with CareerBuilder Talent Discovery, a new candidate sourcing and recruitment marketing platform.
