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How to Create a Recruitment Strategy that Translates to Employee Engagement and Stickiness

In 2018, the number of job openings in the US were reported to be more than the number of candidates available. On top of that, candidates have become selective. Therefore, hiring skilled candidates isn’t an easy feat anymore. Employers and recruiters need to remodel their recruitment strategy to align with the shift. And unlike the traditional recruitment processes, the focus should be on candidate experience so that candidates are not only excited to come onboard but also to stick with your organization for a long time.

I am sharing a few tips that will help you create a comprehensive recruitment strategy to hire skilled and dedicated candidates that are just right for the role. Read on.

Take it Slow to Keep it Smooth – The success of a recruitment strategy isn’t gauged by how quickly the positions fill; it is measured by the quality of hires. So, you might want to slow down the process first. Take time to optimize the recruitment process in its initial phase so that you can have steady and better results in the long run. Here are a few things you can do:

Screen the candidates carefully before conducting a telephonic interview.
If possible, assign small projects to shortlisted candidates to judge their potential.
Conduct multiple face-to-face interviews.
Gauge the candidates’ attitude through successful employee engagement strategies in your company even before they are hired. This will give you a clear idea of the quality of the hire and will help you make a calculated decision.

Ensure that You’re Finding Qualified Job Leads –Recruiters skim through hundreds of irrelevant resumes every day and shortlist just a couple of them who actually qualify for the role. Does this sound familiar to you? If yes, you must bring a change. Do not waste time and resources. Focus on finding just a few, but qualified job leads. Here are a few tips to help you do that:

Evaluate how you receive leads and change your approach if need be.
Define your niche clearly and look in specific talent pools that cater to your requirement.
Include questions in the application form, such as, ‘why do you want to join this organization’, ‘why should we choose you over other candidates’, etc. Their answers will communicate their seriousness towards working with you.

Focus on Candidate Experience to Communicate Your Company’s Culture –Today, not only employers choose skilled employees, but skilled employees choose their employers too.Therefore, you must seize every opportunity to increase their eagerness to work with you. And that can be done using employee engagement strategies right from the candidates’ first contact with you. Here are a few tips for candidate engagement:

Send reminders for interviews.
Communicate with candidates and follow up after every step in the recruitment process.
Use a conversational approach in interviews instead of asking the same questions that every recruiter asks.
Communicate the culture and values of your company.
Explain the job role to them in detail. They must know what they’re expected to do once they are hired.
Encourage them to ask questions.

Understand Candidates’ Attitude – What’s more difficult than hiring skilled candidates is hiring skilled candidates that will stay. And for that, they must have the right attitude. So, go over your company’s values and highlight the traits or soft skills that you are looking for in an ideal candidate.

Here are a few tips to help you understand the candidates’ attitude better:

Add keywords such as team player, effective communication, leadership, etc. in the job descriptions so that applicants can self-select.
Ask them about their perception of your company.
Conduct a pre-hire assessment that acts as a simulation of an internal project.
Discuss candidates’ professional aspirations to see if their goals align with the role in your company.

It is almost impossible to hire right unless you know what your candidates expect. So, engage them right at the beginning so that they can go on to become engaged and successful employees.

Author Bio: 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.