Recruiting Best Practices 2016: 5 Ways Employers Can Save Money Over Time
As the generation that grew up witnessing and experiencing the world’s digital transformation, Millennials had front row seats to job boards replacing newspaper classifieds. Sites like HotJobs.com and Monster.com forever changed the way people searched for new opportunities and how companies connected with talent in the late ‘90s. Any recruiter in the business during the turn of the century will attest to that.
What’s interesting is that Millennials—older and wiser now—are yet again in the middle of a major change. Social networks, search engines, smartphones, and much more are shaking up the world of talent acquisition. And, for recruiters, it no longer makes sense to pour as much budget or effort into blanketing job boards with requisitions, when there are other long-term recruiting strategies that can deliver a better return on investment.
By leveraging new and emerging technologies, and keeping pace with job seekers’ dynamic preferences and expectations, today’s leading companies are reducing their job board dependency while simultaneously lowering their cost per hire. In this post, we’ll examine five ways you can do this, too. We will share five recruiting best practices you should be focusing on in 2016.
1. Optimize Your Requisitions for Search Engines
Whereas a decade ago it was common for job seekers to start their job search by first making a profile on a job board, that’s no longer a “must-have” on the journey to finding a new position. Of course, many still do. But because of search engines, information is more readily accessible to job seekers than ever before—not to mention typing queries into search bars has become the default way to find any type of information fast.
The challenge is, so many careers sites are still not optimized for search, making it difficult for job seekers to easily find your requisitions. More often than not, this is the fault of your Applicant Tracking System (ATS). The requisitions posted on your careers site via the ATS don’t typically account for basic on-page SEO best practices. Resolving this problem can very quickly open up a new avenue for job seekers.
Many recruiters are intimidated by the idea of SEO, but it’s a must have for your list of recruiting best practices in 2016.
2. Offer the Option to Opt Into Job Alerts
People are so bombarded with digital content these days, a new type of strategy in the world of marketing seems to be surfacing around using notifications to let them know when something’s worth their attention. These are generally notifications they’ve willingly opted into, so they’re expecting to receive and digest the content at their own convenience. A similar thing is happening in the recruiting field with job alerts.
By embedding call-to-action buttons into your careers site, you can provide job seekers with the opportunity to join lists that trigger email notifications as jobs are posted. These alerts are tailored for the individual, so they’re contextualized to each person. Some companies have actually eliminated their use of job boards because alerts have helped their talent pipeline grow so strong—to magnitudes of tens of thousands very quickly. This is a recruiting best practice you can no longer ignore.
3. Provide a Consumer-Quality Candidate Experience
Consumer-facing brands have raised the bar for digital experiences so high that today’s technology users have very little patience for anything outdated—and this extends to the process of finding a new job. Unfortunately for companies that haven’t modernized their candidate experience, job seekers’ high expectations are leading them to exit the careers site without even batting an eyelash.
Research has shown that careers sites are rising as the greatest source of applicants—more so than job boards. The pickle many recruiting organizations find themselves in today is that the candidate experience offered by most “out-of-the-box” ATS is nothing to be proud of. It’s lacking everyday functionalities like responsive web design (so the site is device-agnostic), advanced search, and more.
4. Make More Strategic Decisions With Recruiting Analytics
Top companies are deploying recruiting analytics to help their teams make more informed, data-backed decisions. Leveraging data analysis and business intelligence tools, recruiters across all levels of the organization are able to see what’s working, what’s not, and where additional resources may be needed. Fortunately, it seems that the days of blindly spending budget on job boards and other campaigns are fading away. There are many recruiting best practices to adopt, but in 2016 this should be near the top of your list.
5. Equip Your Team With Social Recruiting Skills
Social media has made its way into just about every aspect of our lives, and many businesses are using it to their advantage. Savvy talent acquisition professionals have been experimenting with social networks like LinkedIn and Twitter for years, to facilitate the tasks of identifying, attracting, and engaging job seekers. On the other end of the spectrum, though, many companies don’t see the value in pursuing it (or they’re too risk-averse to try it out). Tweet this tip!
The fact of the matter is, job seekers are on social media—even using it to support their search. And when used effectively, it can go a long way in terms of helping recruiters mine relationships and ultimately strengthen their talent pipeline in ways not possible with job boards. If you don’t know where to start, we asked a bunch of experts for their top tips on social recruiting a few weeks back (see it here), and there are tons of other resources on the internet.
What’s your favorite recruiting best practice in 2016? Let us know in the comments section below:
Interested in learning more about what it takes to build a modern candidate experience? Check out our new eBook,“9-Point Checklist for Building a Next-Generation Candidate Experience.”