It’s no surprise: that large companies handle thousands of applications annually. An HR professional at a multinational company can see between 10,000 and 20,000 candidates a year. Yes, those numbers are impressive. Imagine not having the appropriate tools to carry out this process…
This is where recruitment strategies come in. An action plan that will help you identify, attract, and successfully hire the best candidates for the vacancies you need to fill. Nowadays, there is AI-generated software that takes on this work to minimize human efforts and provide reliable and quality advice. One of the most recommended platforms for this task is Simera, which allows recruiters to find, evaluate, and incorporate the best talents that fit the position.
Effective recruitment must be meticulously planned and executed, ensuring that each new team member not only possesses the necessary technical skills but also aligns with the company’s vision and goals. Today, these platforms can take on finding these profiles in less time and save costs.
Hiring the best talent requires a combination of creativity and attention. betterthistechs has made it easier than ever to post job offers and connect with candidates. But to truly reach qualified candidates and generate excitement about the position and your company, you must find what can set you apart from other employers and make you stand out in the job market.
For this, there are recruitment strategies that will help you attract candidates instantly, create a good first impression, and successfully hire those who best fit what you need.
1. Treat Candidates Like Clients
Whether by phone, an online interview, or in person, the first impression a candidate has of your company is crucial. It’s important to make them feel that you are excited to contact them and to get to know them, giving them the feeling that they are truly being considered for the position.
Remember that this path goes both ways. Candidates are looking for a job, but you as an employer also require their services. Arrive on time for the interview, treat them kindly, and provide contact details so they can reach out if they have questions or concerns during the hiring process.
2. Use Social Media to Attract Candidates
Social media has become a great recruitment tool. Social recruiting allows you to share job offers with your entire network and encourages two-way conversations. Even if the people you reach are not interested in the position you are hiring for, they are likely to know someone who is and fits well in your application.
Additionally, it has a very important extra value: sharing real content. By uploading photos and videos of your company to your social networks, you can project daily life, giving potential candidates an idea of the corporate culture, values, and work environment.
3. Create Attractive Job Descriptions
Writing compelling and comprehensive job descriptions is one of the most important parts of the hiring process. Before launching the job offer, you must keep in mind that the job offer should make clear what profile you are looking for, what tasks will be performed, and what the benefits of working at your company are.
Being clear and concise is essential. Adding value is using keywords that identify the job offer, the vacancy position, and the department where the person will work.
4. Highlight Your Offer with Sponsored Posts
With thousands of jobs posted every day, the visibility of your ad may decrease over time. But this can be resolved practically and easily by implementing sponsored posts. The function of these ads is to increase the visibility of job offers, as they will appear more frequently in any relevant search results.
5. Consider Candidates from Previous Selection Processes
In every selection process, there are often some talented candidates who andare not cut because someone else outperformed them. If a vacancy opens for a similar position, consider reviewing the resumes of previous candidates.
These candidates are already familiar with your company, and since the last time you spoke, they may have acquired new skills and experiences that add to this new selection round.
6. Include Your Area Colleagues in the Interview Process
Sometimes, the best person to interview a candidate is someone who already works in the same position or a similar one. Why? Because this person already knows what it takes to excel in the position and can verify if candidates have the necessary skills and experience.
Current employees can also give an accurate description of daily tasks and everyday situations the candidate will encounter and help them better understand what to expect from the position.
When recruiting candidates, one person is usually responsible for the entire hiring cycle. However, in larger companies, there may be several people involved. In both cases, the search and selection of candidates take a lot of time, which can be optimized by platforms designed to create that perfect link between employer and employee, ensuring the best profile choice and reducing costs.
