A well-crafted employer brand takes a multitude of paths to meet candidates. According to the study, companies mobilize an average of 5 recruitment channels for each job published. The ultimate goal of HR marketing: employ recruitment methods that personalize the candidate experience, while remaining consistent with the corporate culture and the targeted candidate persona.
Fortunately for HR teams, the explosion of innovative recruiting practices leaves them spoiled for choice! HR Tech is proving to be a great catalyst for meeting the company and its future employees. But not all ideas are based on digital technology.
Whether it is to revolutionize the acquisition of talent, or simply to better target the best profiles, here are new recruitment tools that make all HR ambitions accessible.
1. Capitalize on the existing employer brand
Let’s start with the “little tips” that can improve the bottom line of any employer brand that is built on the right foundation. Even without being experts in inbound recruiting, many companies have already set up a career site, and have laid the foundations for a pipeline of candidate nurturing.
How can they progress in their HR marketing strategy? By activating their network.
- A very easy initiative to set up is to add a “recruitment” section to the corporate newsletter or to develop a dedicated hashtag on social networks. If their content is already aimed at applicants, it probably already is. But the idea also works very well for channels oriented to customers, suppliers, all business partners.
- Contact the best profiles already registered in the talent pool. Preference is given to candidates identified during similar recruitment drives.
Now is also the time to go on the offensive with industry talent previously identified by the HR team. If they’ve been on a candidate nurturing pipeline, they already know a lot about the business and the culture of the company. Some may already be ready to take the plunge and apply!
By drawing on the corporate network and targeting profiles familiar with the corporate culture, recruiters strengthen their ecosystem.
Obviously, it works better if the HR marketing strategy is already well developed. NB: a good ATS (Applicant Tracking System) can help any business caught up in a matter of weeks.
Strong employer brands, which need a boost to prepare recruitment campaigns for senior positions.
2. Hunt the best candidates where they are
Of course, it is not always possible to find the best profiles in the company’s existing network. To diversify human resources, innovative recruiters will have to meet candidates in their natural habitat.
- The social recruiting is one of the hottest new recruiting tools. If the company agrees to invest in quality community management, this channel can be very effective in discovering new profiles and passive candidates.
- Other companies invite themselves squarely into the workplaces or routes of passive candidates. Michel et Augustin, a brand that has made a name for itself with its candid and quirky tone, does not hesitate to campaign in the Paris metro. Sixt recruits 50 sales representatives during SixtJobDay, a recruitment day punctuated by massage sessions and multisport challenges. And Microsoft is pushing the envelope to offer breakfast to the talents working at its competitor Amazon, at the foot of its seat in Seattle.
- ⅔ of French candidates do their job searches from their smartphone, according to a 2017 RegionJobs survey. Companies have every interest in launching a dedicated application, or at least in ensuring that their career site has a quality responsive design
The creativity of certain campaigns makes the company talk beyond the recruitment campaign! Recruitment becomes a marketing event in its own right.
Depending on the sector, poaching talent sometimes requires more discretion.
Playful employer brands and companies that are diversifying their activities and looking for talent in competitive positions.
3. Involve employees in recruitment
Employees are the best ambassadors of the employer brand – for the simple reason that candidates trust them more than “official” messages from HR marketing.
This option is particularly preferred over recruitment forums, which tire both job seekers and recruiters. Nothing could be worse than endless queues and piles of resumes to prevent any spontaneous meeting.
- The ultimate call to the corporate network, co-option is an underutilized recruiting channel despite its excellent results. On average, only 10% of applicants are co-opted – but they represent 40% of successful hires. These programs can dramatically speed up the preselection process, allowing you to tap into talent pools that you might not have otherwise had access to.
In addition to personalizing the meeting between candidates and the company, a well-conducted collaborative recruitment campaign also improves the employee experience.
The most sincere ambassadors still need training in the substance and form of the messages to be conveyed to candidates. An ATS is often essential to coordinate the impact of collaborative recruiting.
Companies whose teams are friendly, available, and ready to get involved in data-driven recruiting.
4. Recruit talent internally
While recruiting is generally seen as an external exercise, it also helps promote an employee within your organization. internal recruiting ensures that vacancies will be filled by people who already know your company, its culture, and its responsibilities. This is a great way to make sure you find the right person for the job.
Recruiting internally is one of the most effective and inexpensive recruiting techniques. In addition, internal recruiting shows your employees that you care about their professional development. An effective talent management program focused on skills development, succession planning, and career development will allow you to show employees and candidates that there is a future waiting for them in your business.
You may deprive yourself of fresh blood and outside ideas. Also, you create a new need for the position the employee previously held.
For companies with a sufficiently large and qualified internal team, which can carry out internal recruitment campaigns.