Improving your recruiting efforts to draw a better pool of candidates takes effort. With the number of applicants for every job growing, it can be difficult to sift through various resumes and find the right person for the job. As such, when you look to change up your strategies, there are certain ones that can especially help.
Innovation is often a good strategy, but it's important to consider the long-term effects of certain benefits you may offer, according to Human Resources Reporter. One example of this problem comes from Zappos, which announced a plan a few years ago where if an employee found they were unhappy with the company from the get-go, they could quit and would be paid a few thousand dollars instead of weighing down overall productivity. The company now receives an average of 31,000 applications for every 450 positions listed, and many of those applicants were seemingly in it for the money.
While that strategy backfired, a secondary one that arose in its place has been much more successful. The company now doesn't post job listings at all, instead using social networking and employee referrals to pull better recruits into its ranks. By doing this, Zappos cut down on its budget while gaining access to a great resource - its employees. Putting a program into place that rewards current staff for recommending friends or family won't just make them more likely to introduce new candidates to your hiring officials, but it will likely bring in a more informed group of applicants who are more than willing to work.
The news source also recommended that going the extra mile when contacting applicants will improve efforts. Most companies that don't keep applicants informed during the hiring process will inevitably get poor feedback on online job-related forums, which may turn off some great candidates from looking into their means. By simply contacting applicants to let them know they're being considered or that the company aims to go into another direction, they will be more respectful and the positive news will likely spread. Even a basic automated system will be better than no contact at all, and your efforts will be all the better for it.
At the same time, while many companies are forced to use resume and application scanners through automated servers, it's important that this system isn't put into place with filters that are too draconian. Making sure that applicants have a few certain keywords on their resume is one thing - requiring them to have specific experience or job titles will weed out far too many great workers. When putting these rules into effect, make sure you aren't overly limiting the potential outcomes.
For hiring managers who are working in defined or creative fields, there may be a way to attract new candidates without making a public notice of hiring efforts. Recruiting Division reported that some companies have started offering industry-related challenges that can only be cracked by experts with relevant skills. Once the problem is solved, the company offers up an application process. Google is a good example, as it has put up billboards with puzzles. Solving the billboard puzzle leads to a special URL with a second one, and solving that one leads directly to an application page.
Although, at the same time, recruiting marketing isn't a bad idea either. Putting your company's main goals of the hiring process front-and-center will often help build a group of talented and driven individuals who are ready and willing to join a company's efforts. Extolling specific virtues your business features may help efforts further.