Would you like to design an optimal recruitment strategy, but you’re being bombarded with so much information that you can’t see the forest for the trees? 🌳 No worries! We’ve listed the most important tips for you.
The future is mobile-friendly, and that is definitely no secret here at sympl. We’re seeing that 80% (!) of candidates visit our website via their smartphone. Needless to say, it has become vital to make your vacancy page mobile-friendly, meaning that you need to configure your website to be responsive for all devices. What if you don’t? You’ll run the risk of losing busloads of visitors and potential candidates. Admit it; nothing is more annoying than a website that doesn’t adjust to your smartphone screen. Check that your vacancy page loads quickly and your application process is easy and seamless. Are your potential candidates able to apply via their smartphone? Or will they have to switch to a desktop? Take a look at this blog for more inspiration.
No, absolutely no stock images. Instead, use authentic images and videos of your employees within the organisation or during team building activities. 📸 With these images, you’ll draw a more realistic picture of your organisation and what kind of person you want to join your team. Where in your recruitment strategy will these images be used, you ask? Easy, in ads, on your website, on vacancy pages… You’ll make an instant positive impression on your potential applicants. Would you like a few more tips on optimising your authenticity? Take a peek at this!
A great recruiter is a pro in communication and implements a crystal clear communication plan into their recruitment strategy. Clarify all the stages of the application process so your potential candidates won’t be caught off guard. Take a minute to consider: Will your candidate receive a confirmation email when they apply? Can your candidate get in touch with someone if they have any questions about the position? How will you deliver the good or bad news? Will the candidate receive feedback if they are unsuccessful? We’ve devoted more time to questions like these in the blog about candidate experience. Take a look!
The what now? Passive candidates are candidates that are already employed and are not actively searching for vacancies to find their dream job. These candidates are special though, because they are open to new, exciting opportunities when they present themselves. This underdog group is made up of 70% (!) of the active working population; way too intriguing to ignore! 😱 So how do you approach this group? Very sympl. By using social media, and Facebook ads in particular. Would you like to know more about this? Read this blog about the best ways to reach passive candidates.
Do you know where your website’s visitors have come from? Or which ads are performing best? You don’t? Drop what you’re doing, and install the following tools immediately: the Facebook Pixel, Google Tag Manager, and Google Analytics. These tools will provide you with heaps of real-time information about your visitors, allowing you to refine your communication to their current needs and interests. Curious as to how these tools can help you in your recruitment strategy? Have a read of this blog!
This tip partially blends in with the previous one. When you’ve installed the Facebook Pixel, you’ll be able to approach your website’s visitors at a later date. When a potential candidate clicks on your ad, visits your page, and leaves without taking action, you can retarget them later on using new and refined ads (via Facebook custom audiences). Hungry for more? Take a look at this blog!
We touched on this tip in #3, but we’d like to devote a bit more attention to it. Do you need to reject a candidate? Do it gracefully! 💅🏼 If you don’t justify your decision properly, it will leave a bad impression on your candidates. This could lead to negative word-of-mouth or, even worse, bad reviews. To avoid this, you’re best off not sending a generic email, but adding useful, personal feedback to your decision instead
Imagine: a potential candidate (who is interested in your organisation) visits your vacancy page but doesn’t find an available position that interests them. To avoid losing this potential gem, you can encourage the candidate to leave their details and sign up for a future alert. This way, you can send them a message when you’ve published a new vacancy on your page. Not too shabby, right? 📱
Streamlining certain application stages can help the recruiter free up more time for other pressing tasks, like maintaining optimal communication and a top-notch vacancy page. Examples of proven automated processes are chatbots and video interviews that can speed up the process as a whole. But, to avoid turning into a robot completely, we recommend checking in with the human touch regularly. This blog explains how to automate without losing sight of the human touch.
Don’t make life harder for yourself and your candidates by creating too many stages in the application process. 4 interview stages (with different interviewers) is a tad over the top. Instead, organise a group interview with multiple candidates, and stick with the necessary stages. Double-check that you are not asking an overload of questions right at the beginning of the application either. An abundance of questions often comes across as exhausting, causing potential candidates to drop out.
If you want to attract potential candidates, you’ll have to make sure that it’s possible to find your vacancy first. The best way to stand out among your competitors is to give your vacancy page a SEO makeover. Create a user-friendly landing page, write relevant content with captivating keywords, and come up with clear headlines. These adjustments will give your website a higher ranking in the search engine’s results. Would you like more information about this? Take a look at this blog.
It may seem like a long list of tips, but if you can tick every box, you’ll end up with a first-class recruitment strategy! 🙌🏼
