There is no “right” hiring strategy. Instead, each organization has its unique ways to hire because its efforts are affected by geographic location, industry, company culture, and recruitment teams. They also change by time of year, open role, and urgency of the hire.

Here, we will talk about some of the hiring strategies that have shown outcomes for us and at large. Feel free to pick up the ones you feel the need to implement to see results.

1) Review your existing recruitment process -  Before you start revamping your recruitment process, make sure you understand what is working for you and identify the areas of improvement. This will help you to set attainable goals and determine which strategy will help you achieve them.

2) Set recruitment goals - Now that you know your pain points in your recruitment process,  you can strategize ways to improve your efforts moving forward. For example, if you have a hard time getting candidates to apply, you should try different job boards or host a hiring event. Although, if it is taking your months to find someone, tap into other networks or offer your team a higher employee referral bonus. You can use unlimited strategies to procure candidates, but you want to ensure that you make the most of your efforts by setting goals and having a definite plan. 

3) Invest in recruitment tools - If you are not currently utilizing recruitment tools to simplify your recruitment process, consider the investment to help you save your time and cost to hire. Speaking for ourselves, we use our DreamHire platform for all our hires; honestly, it has simplified our lives and our clients' lives. DreamHire has been an experience of its own, being a more 21st-century multi-level hiring process and holding up a 96% retention rate; that’s a rare sight in today’s date and day. Such tools and platforms help streamline and automate your tasks so that you can focus on what really matters.

4) Build a talent community and reach out to passive candidates - A talent community would consist of candidates that have shown interest in or maybe even interviewed with your company, but for whatever reason, they were not a fit at that time. Some of them might be working for other organizations. That does not mean that they are not open to change or a better offer. What you have to do with passive candidates is to reach out to them personally and ask them if they would be interested in discussing a new job opportunity. 

Remember that passive candidates are not looking for a job. However, they might be interested in what you have to offer. Make sure that you don’t consume a lot of their time. Make the process simpler, quicker, and beneficial for both of you.

5) Stand out by showcasing your USPs - Every candidate wants to know what holds your individuality and why they should work with you after gaining insights about the job role. If you have something that you know would attract great candidates, then put it out there - That could be an inclusive work culture, some programs you are running that have gained popularity, the clients you have worked with in the past, and anything else that you would want the world to see. Share it on your social media platforms and elsewhere, where you can gain more visibility. 

6) Create job posts that reflect your company - You only get one chance to make your first impression. Make sure your job posts truly reflect your company and do not try to show your side, which is non-existent. Be careful with your job posts, as candidates first see and form an impression about you and the job role. If you want a long-term employee make sure you are as candid as it gets with your job posts.

7) Write straightforward, easy-to-understand job descriptions - Following the job posts come the job descriptions in it. Your job description must be detailed and consistent enough for candidates to determine they are interested or not. It would be good for you to have a clear summary of the following information -

• The major responsibilities that come with the job.
• The qualifications and skills the applicant needs to have.
• An overview of the most exciting aspects of the job, answering one of the most important questions that candidates would have - “Why do I apply for this job?"

Give candidates a good understanding of what they can expect by outlining their core responsibilities, day-to-day activities, and a list of soft and hard skills they need to have.