Apply These 9 Secret Techniques To Improve Recruitment In 2022

87% of active and passive candidates are looking for new job opportunities. However, finding highly skilled candidates isn’t an easy task for companies. As talent competition intensifies worldwide, you should look for ingenious techniques to beat your competitors.

Using traditional recruitment methods, such as job boards and job adverts, and then waiting for candidates to reach you is not very productive, especially if you’re recruiting for a critical position and want the best talent for your company.

To catch the interest of talented prospects, you can utilize these 9 secret recruiting techniques:

Headhunting

Headhunting aims at the best possible professionals who work with other companies or are not looking for a job. You can use this technique to fill crucial leadership positions, such as top-level executives. Since these professionals are not actively looking for jobs, you will need to hunt their profile from different sources, cold call them, and ignite an interest to work for a different organization. Their first priority is not compensation but the benefits your organization can offer. Enticing them with a structured offer benefits may help you close your crucial position.

Social Media Groups

Social media groups can make a candidate prioritize your company whenever ready to switch jobs. So, build a group by interacting with targeted candidates sorted based on educational background, expressed interest in job roles, experience, skill sets, etc.

Generate conversations with meaningful content about your company culture & achievements, employee activities, or articles on professional development through targeted messaging, photos, videos, testimonials, and newsletters. One of the ways is to build interactive groups on LinkedIn, Facebook, and other professional platforms to gauge what they are looking for. Social Media groups are one of the most underrated ways of looking for potential candidates.

Networking

Companies can expand their talent pool 10 times by hiring through employee networks. Therefore, use LinkedIn and other social sites to network with potential candidates. Besides, establish common ground with your contacts — your friends, acquaintances, college alumni, and more. Participate in volunteer opportunities and attend local events; they serve as a bonus of expanding your company’s visibility in the area, and possibly attracting more talents.

Community groups

Your ideal candidate must have joined community groups to create connections and build solid skills. You can find your ideal candidate in professional community groups. In fact, 89% of candidates state being reached out by their recruiter can make them accept a job, while 94% said being contacted by their potential manager can make them accept a job.

So, join communities having professionals in similar fields concerned with the position you want to fill. Once you join such a community group, you’ll meet people with different experiences, expertise, and goals and find your best candidate.

Career fairs and virtual events

Participate in a job fair as it is a great place to find skilled candidates, especially for entry-level positions. Besides career fairs, host regular virtual events to know novice and experienced developers in your community. Since it provides a space for people to learn and support one another within their network, such initiatives would attract candidates looking for professional growth.

Skill-based recruitment

Instead of solely relying on academic qualifications, you can screen candidates based on their skills. Reach out to universities and niche groups (societies concerned with a particular skill, such as ethical hacking and graphic designing, and have members with or without professional degrees) to recruit such fresh talents. Give these skilled candidates professional experience through an internship program, consequently building a talent pool for future full-time roles.

Today, AI-based skill recruitment is on the rise and you can benefit by reaching out to the right companies to ease the process.

Employee testimonials and Candidate FAQs

Employee testimonials let your targeted candidates hear from potential colleagues about what it is like to work with you. This gives in-depth insights into your employees’ experience and their roles at the company. Besides, you might be receiving similar queries from candidates regarding hiring, hearing back, the application process, and onboarding.

Answer their queries like when they can expect to hear back from you and where they can find further information about specific roles. This would clarify your targeted candidates, and only those who find themselves suitable for the job will apply for it. Having a dedicated section on the website for testimonials and FAQs will also help in diverting traffic to the relevant job openings.

Employee referral program

Some of the best candidates are present within your employee networks. According to LinkedIn, employee referrals are the number one source of quality hires. To incentivize your current employees to reach into their networks, create an employee referral program that offers incentives to anyone who refers a candidate.

Gamification

Besides Hackathons and simulations, Gamification makes potential candidates deal with real challenges in the form of games. For instance, you can use riddles, online quizzes, and challenges to attract candidates, such as coding tests and online programming exercises. You can use some gamification services that give candidates difficult situations to handle, such as difficult customers or limited budget.

The Key Takeaways

Considering the competitive hiring sphere, you certainly need creative methods to hire and attract the best candidate. While methods such as headhunting are great for filling executive positions, networking can be a rich source for getting highly-qualified candidates.

Perhaps, a candidate may be attracted to your company but not motivated enough to make a switch. So, build your community to keep that candidate engaged and aware. Even if you don’t hire them, you’ll still gain a talented individual in your network.

Reaching out to your alumni and getting referrals from your current employees have been valuable sources of reliable and talented candidates. Apart from these, gamification and simulation assessments are highly productive and entertaining recruitment ways to hire your best fit.