Recruiters should be constantly looking to improve their methods for attracting highly-skilled applicants. Don’t get stuck in the same outdated process. Here are 5 of our top tips to help you get your recruiting tactics up-to-date in 2018.


1. Market your business

In the current jobs market, many recruiters seem to be demanding that applicants have a long list of skills and experience. This tactic could be counterproductive and put talented applicants off. Make sure you don’t list requirements on job descriptions that aren’t essential and risk perfectly capable applicants feeling that they aren’t qualified.

Don’t forget to shout about the benefits of working for your business. Jobseekers should want to work for you. If your business doesn’t seem to be a great place to work, the top candidates will look elsewhere.

Tell them what you have to offer beyond a salary. Talk about training opportunities, the company culture and what your plans are for the future. Find a way to get candidates excited about being part of your team.


2. Go for quality over quantity

It can be difficult to find the perfect candidate, but there are ways you can make the process easier. It’s no good stuffing your job description with keywords and advertising it everywhere if you get hundreds of irrelevant applications.

A well-written job description is key. Make sure you’re clear on what level your ideal candidate will be at and balance the required skills and experience you list for this.   

Social media has made it easier than ever to speak to candidates directly. Connect with them on LinkedIn to get a better idea of whether they are what you’re looking for.

Try using industry-specific jobs boards to find those candidates who have a genuine passion for the sector your business is in.  

Remember, it’s not about generating hundreds of applications, it’s about finding that one ideal candidate.


3. Update your interview tactics

Carefully plan each interview individually. By the time you’re interviewing a candidate, you should have a lot of information about them, their skills and their experience. You’ll want to dig a little deeper to make sure they can back up their claims but move away from the more traditional interview questions that candidates are more likely to have a pre-prepared answer for. While it’s not your goal to trip them up, rehearsed answers to common questions generally won’t reveal that much about the candidate. Putting a bit of pressure on them at the interview stage will let you see how they are likely to cope with stressful situations.

Ask them questions about what they’re interested in outside of work too. The candidate who will fit in best with your company culture won’t always be the most highly qualified.

If you want to set them a task to be sure that they’re the right fit for the role, set this after their first interview with you. Make sure this extra step is worth their time and yours.


4. Communicate

First up, if someone has taken the time to apply for one of your jobs, respond to them even if it’s to send a polite rejection email. This kind of courtesy is becoming increasingly rare and doing a simple thing like this can help your company’s reputation.

If you are proceeding with a candidate’s application, keep lines of communication open and let them know how long they should expect to wait for your decision. Generally, don’t keep them waiting for more than 48 hours.

If you’re too slow to get back to them, they may have moved on already and your perfect candidate might have slipped through the net.


5. Ask for feedback

Those who are most qualified to comment on your recruitment process are those who have experienced it first-hand. Ask your applicants what they thought of the process and if they have any suggestions for improvement. Make sure you ask all of those who made it past the initial application stage, not just your successful candidate. The results from a quick, anonymous survey could help you improve your process no end so make sure you take the feedback on board.

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