1 – Sell Your Top Candidates on the Company

Don’t overlook the power of your business’s best attributes to attract top candidates. Even if you don’t work for Yahoo and your company doesn’t sell itself, make sure you let candidates know about your best customers, or the cutting-edge projects they could work on, or your business’s unique position in the industry. The best performers will need a compelling reason to choose your business over other opportunities, so make sure you use everything possible to convince them.

2 – Don’t Wait for a Requisition to Hire “A” Players

No list of recruiting strategies would be complete without talking about hiring “A” players. Hire “A” players when they are available, whether you have an opening or not. Don’t wait for an opening if you come across available “A” players, ideal candidates you thought would never be in reach. Hire quality and value when you see it, not just when you have to look for it.

3 – Use Urgency with Top Candidates

Don’t risk losing top candidates with delays or lagtime in your recruitment process. The longer a candidate waits between the interview and an offer, the greater the chance of losing the candidate to another employer. Consider one week as the longest time you can go with top candidates without losing them. Look for other recruiting strategies to reduce the time your recruiting activities take without sacrificing quality or regulatory compliance.

4 – Build Consistency into Your Recruiting

Panel interviews have value in recruiting and selection, but consistency is also important. Build consistency into your recruitment process by having one person interview all top candidates. The CEO, owner, or Director of Human Resources are ideal point positions to drive the consistency and authority that create value in hiring. Other recruiting strategies that build consistency include creating a written recruiting plan aligned with corporate strategy and aligning recruiting with the employer brand.

5 – Look for Unique Sources

Look for candidates that are overlooked or undersourced by the competition, such as colleges or universities in small towns with graduating students who would jump at the chance to work in your big city location. People leaving the military from areas of the service that relate to your business or industry can be another underutilized source of candidates.

6 – Disruptive Events are Recruiting Opportunities

Disruptive events such as mergers and acquisitions or natural disasters that cause companies to go out of business can leave top talent looking for new career opportunities. These are timely recruiting strategies that represent opportunities for your company to hire productive and motivated candidates who weren’t previously available.

7 – Metrics Matter

In recruiting and hiring, metrics matter when you want to focus on specific results. Track your recruiting performance to meet recruiting goals, reveal gaps in the process, and improve in specific areas. If you are measuring how many candidates you lose to competitors, you can develop recruiting strategies to address it and know when and why you are losing candidates during recruiting. If your recruitment process is taking too long between receipt of resumes and job offers, the time to hire metric helps create urgency to reduce delays.

When you need better results from your recruiting, use these recruiting strategies to improve your recruitment process. Better recruiting strategies and improved practices will help you find and hire the candidates you want and need to build your business, even if you’re not recruiting for Yahoo.

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