The best recruitment methods to overcome common challenges
Build a talent pool
Talent pipelines are groups of candidates you’ve already engaged who can fill future positions in your company. This can help you reduce time to hire and recruiting costs, because you’ll already have qualified, pre-screened candidates in line when a role opens. To build talent pipelines:
Look into past hiring processes for candidates who advanced to the final stages or source new candidates.
Past candidates are obviously qualified, while new ones will help you build a more comprehensive and diverse candidate database. You could also consider candidates who reached out to your company by sending their resumes. When candidates are EU residents, make sure you follow the data protection laws like GDPR.
Engage past and passive candidates.
Your pipelines are stronger if candidates know you’re considering them and if you’re staying in touch. Let them determine how often you’ll communicate with them, either via in-person meetings or by sending them useful content and information.
Train hiring teams
Even experienced hiring managers and interviewers may need to level up their hiring skills. Combating biases is a common reason to train hiring teams, but coaching them on interview questions to ask or how to build rapport with candidates are also important. Here are a few ideas to train hiring teams:
- Instruct interviewers on how to prepare for interviews. Giving them a checklist will be helpful.
- Encourage them to take Harvard’s Implicit Association Test to identify their hidden biases. - Educating them on how biases work is also a good idea.
- Arrange mock interviews. This will be especially useful for inexperienced interviewers.
- Disseminate recruiting resources. Ask each hiring team member whether they’d be interested in receiving interesting articles or videos with hiring advice.
- Set expectations of the amount they’ll need to read, for example, send an article once a month.
Diversify your recruiting strategies
It’s good to advertise on a job board that you know brings good candidates. But leaving it at that is a missed opportunity to create a truly powerful hiring process. Consider:
Using social media to post your jobs or promote your company.
Showcasing your culture, benefits and employee stories in your careers site to encourage more applicants.
Attending job fairs and host recruiting events whenever possible.
Using tools like People Search to source candidates based on location, skills and other job-related criteria.
Invest in an ATS
An ATS can streamline your hiring process by making it possible for your hiring team to collaborate and keep all candidate data in one place. A good ATS also has:
Reporting capabilities, which can help you extract useful insight from your past processes to improve the future ones.
Scheduling tools and calendar integrations, which can help you schedule phone screens and interviews fast and minimize back-and-forth communications.
Built-in templates, which help you post job ads and send emails to candidates fast, without writing the text from scratch every time.
Interview scorecards, which can make the shift towards structured interviews smoother.
Assessment integrations, which help you evaluate candidates more objectively.
All these features (and more) power up your hiring and help you make faster and better hiring decisions.