Ditch One Size Fits All Recruiting Strategies Now

Ditch One-Size-Fits-All Recruiting Strategies Now!

Kelly Barcelos on May 10, 2019 in Recruitment Strategy

One-size-fits-all recruitment approach doesn’t hold water anymore. In the ever-evolving talent landscape, the workforce dynamics are changing, and it has managed to pinch the very pulse of recruitment.

Companies today cannot afford to take recruiting as a mere HR activity. They need to place care and details in defining recruitment strategies that are effective in hiring a top bunch of talent, who are capable of contributing to the growth of the organization.

That’s why strategic talent sourcing has become extremely relevant today more than ever before and probably is the first and the most important step in finding the best candidates available.

So, you need to make sure that your recruitment efforts deliver best-in-class results. Therefore, it’s high time to give up on your age-old hiring strategy and follow these techniques to refine your recruiting strategies:

  1. Define your company’s purpose

    Without a purpose, your company isn’t going to connect with the people. So, a purpose is not a buzzword but a must have in today’s world. A purpose expressed in a clear, understandable, and engaging way is more likely to attract the right kind of talent. So, how do you define the purpose? Just ask these questions

    • What is your company is trying to achieve?
    • Why and what are you doing?
    • How does your product or service help to make life better?
  2. Hire for fit and to fill the skills gap

    You may hire the brightest talent, but if they are a misfit, they may not be able to connect with your team. So, before hiring, ask these questions: Will they enhance your culture?  Focus on the potential candidate’s emotional quotient and cultural quality. Will they love their job?

    Find people who are passionate about their work and are ready to go the extra mile to achieve results. Also, have a good look at the skills gap you have. The best way to find skills gaps is to analyze the areas where the company can improve. Then, find people with skills to fill the gaps and capability to make improvements.

  3. Prepare for future hiring needs

    An effective recruitment strategy is not just about filling open roles – it prepares the organization for future growth. It is therefore crucial that you are proactive in your approach. Create a pipeline. If you need talent today, you should ideally have candidates ready to fill your open positions. Being proactive helps you to build talent communities, reduce risk, enable flexibility, save money and most importantly hire better and faster.

  4. Keep your potential hires engaged

    You have to break traditional rules to compete for top talent. To gain a competitive edge, make technology your best friend. Exploit it to engage your potential employees. Have real conversations with them, give them minute-by-minute updates, and exchange ideas. Use technology to engage your potential employees and build personal relationships with them.

  5. Make every interview count

    Every interview should be unique. Why? Because every job profile is different and so is every candidate. Create thoughtful interview questions and listen closely to the answers.Pay close attention to the candidate’s interests and behavior. Break the traditional formula of interviewing and take a different unconventional path. Give the interview a personal touch while evaluating and assessing the potential hire.

Your company is as good as its employees. That’s why your hiring process is critical. A robust recruitment strategy is a necessity to attract top talent. Embracing technology is the right way to ditch one-size-fits-all recruitment strategies. Jobsoid can help.

Jobsoid’s constantly evolving applicant tracking system can efficiently address your unique recruiting needs while customizing the entire recruitment process for you. Sign up for a FREE trial now.

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.