The 8 Best Recruitment Solutions for 2021
Effective recruitment solutions have the potential to enhance the candidate pool and bring in top talent to achieve the desired results. The following provides an extensive guide to eight of the best recruitment strategies and tools that anyone can use in 2021.
Whenever a position in a company opens, it’s imperative to fill it as quickly as possible with the right candidate. The position is aligned with tasks that need to be done to maintain revenues. However, finding the right person for the job can be difficult and time-consuming without a recruitment strategy in place. Recruitment is an essential process in every business that involves identifying candidates, reviewing their credentials, and making the final hires.
Primary Challenges That Recruitment Is Facing in 2021
While there are more recruitment and talent acquisition tools than ever, the challenges that HR professionals face when engaging in recruitment are also prevalent and can be difficult to handle. Understanding what these challenges are should assist in managing them. Among the more common challenges is having to deal with a lack of candidates who are qualified for the position the company is hiring for. 61% of companies say that finding qualified and experienced candidates for an open position is the biggest challenge in recruiting.
Because of how few qualified candidates there are for many positions, HR professionals need to expand their candidate reach, which can be difficult if they’ve never before looked past their local communities. In this case, recruiters must build a multichannel recruitment strategy to gain access to as many qualified candidates as possible.
Among the most challenging aspects of recruitment is finding the right candidates for the job. By spending time looking through applications of candidates who aren’t qualified for the job, recruiters are wasting valuable time and resources. Efficient recruitment solutions should minimize these issues and make it easier to identify the right candidates without an exhaustive search.
Once the right candidate is found, another potential issue to look out for is a low-quality candidate experience while persuading them to join the company. Nearly 60 percent of prospective employees have reported poor experiences when applying for a job.
A bad candidate experience can have far-reaching effects on recruitment. More than 60 percent of job seekers will reject the job offer if the candidate experience is not as desired. What might be even worse for the reputation of a business and its employer brand is that up to 75 percent of these candidates will tell other people about their poor experience.
Some of the additional recruitment challenges that can be effectively overcome with the right recruitment solutions include:
- Being able to hire quickly
- Making sure that applicant data is secure
- Transitioning from outdated technologies to modern ones
- Using several different recruitment solutions at once
- Making sure that the entire recruitment team collaborates well, which means that marketing professionals, recruiters, hiring managers, and executives must all be on the same page
- Getting rid of bias within the recruitment process
- Focusing on passive candidates who may not currently be searching for a job
While there are numerous challenges that recruitment teams must take into account in 2021, the following offers a closer look at eight of the top solutions for recruitment that every business can integrate into their main recruitment strategy.
Top 8 Recruitment Solutions in 2021
When improving the recruitment process, it’s important not to focus solely on a single recruitment strategy. Rather, multiple strategies and solutions should be used within the recruitment process to enhance recruitment efforts and hire top talent for open positions. While phone interviews and paper resumes are still highly useful when hiring, modern recruitment solutions place a greater emphasis on video interviews and skill assessments. To bolster a company’s recruitment process, recruiters should consider using several of the following eight recruitment solutions.
1. Offering Referral Bonuses
A great way to improve a company’s recruitment strategy is to offer referral bonuses. By creating a positive and inspiring company culture that encourages employee referrals, they can make up to 40% of hires that a company makes. Employee referrals involve finding potential candidates for an opening by asking current employees to make recommendations based on their networks.
With an employee referral program in place, companies benefit from an increase in employee morale and lower hiring costs. For the program to be successful, internal marketing, transparency, and frequent communication are vital. Some characteristics that every referral program should have include:
- Easy to understand and simple to use
- Transparent communication that allows employees to check the status of their referrals
- Rewards such as extra days off, cash incentives, or similar perks
- Recognition for employees who provide the company with successful referrals, which can be as simple as mentioning the employees in a monthly company newsletter
If you are thinking about introducing a digital employee referral program, book a demo with us to get a free consultation on the best solution for your company.
2. Focusing on Employer Brand
Another effective solution for recruitment is strengthening the company’s employer brand, which refers to the overall reputation that a business has as a place to work. If the employer brand is strong to the point where the company is viewed as a great place to work, it will be much easier for recruiters to hire new employees who are qualified for the positions in question.
It’s important to understand that a company’s values and corporate mission aren’t enough to bring in qualified candidates for the job. Even the worst companies can have effective mission statements. For candidates to view a company as a great place to work, the HR team should make sure that current employees are provided with a fantastic experience. When assessing the current employer brand, any negative aspects should not simply be excused. Instead, the focus should be on improving them. This will pay off in the long run as a strong employer brand can help to bring in new talents.
3. Creating and Maintaining a Talent Pool
One modern recruitment solution that has yet to be used by many companies is the creation of a talent pool, which is a kind of database that maintains profiles of anyone who has shown interest in a business. Even if these individuals haven’t applied to the company, they may want to do so in the future. Recruiters should also keep profiles of individuals who applied for a position at the company but didn’t get it. In time, those same individuals could be a good fit for another role in the company. The many benefits of building a talent pool include:
- The opportunity to market the business to people within its talent pool, which should improve the employer brand
- The talent pool database is a starting point when hiring before publishing job ads
- A talent pool is a fantastic way to gain access to passive candidates
- The talent pool created can be taken into account when conducting long-term strategic workforce planning
4. Centering Efforts on Generation Z
Members of the Generation Z (GenZ) are individuals who were born between the mid-1990s and 2012. In the coming years, GenZ is going to become a sizable portion of the workforce, which is something that recruiters should keep in mind when working on their solutions for recruitment. Some of the characteristics of GenZ individuals include:
- They are tech-savvy and spend a significant amount of time on digital devices like computers and smartphones
- They have spent a lot of time on video via Skype and similar services, which means that many of them know how to present themselves on video
- When searching for the right job, members of Generation Z greatly value job security
When recruiting candidates from Generation Z, some recruitment techniques to consider include:
- Reaching out to them on the social media channels where they spend a substantial amount of their time
- Avoiding lengthy job descriptions, which can easily be replaced with video descriptions
5. Social Media Recruitment Strategy
As touched upon previously, a significant sum of the workforce spends time on social media platforms like Facebook, Twitter, Instagram, and LinkedIn. To use a company’s full potential in recruitment, recruiters should craft a strong recruiting strategy for social media. Businesses can use these platforms to build talent databases or to advertise openings at the company.
To put the importance of Social Media Recruiting in perspective, more than 50 percent of all job seekers believe that social media networks are the most reliable tool for finding jobs. A great way to improve a company’s social media recruitment strategy is to involve some of the current employees. When they post open positions on their personal social media accounts, open jobs reach more people. With Firstbird, employees can share jobs with just a few clicks and can help recruiters to find the best talent.
6. Implementing Onboarding Into the Recruitment Solution
While the onboarding employees occurs after making hires, prospective employees will likely know if a company has a reputation for performing poorly with onboarding. Current or past employees who have had bad experiences with the onboarding process can easily post reviews and comments on Glassdoor and similar forums, which is why the company must strengthen the onboarding process.
7. Looking Into Programmatic Job Advertising
Programmatic job advertising is a relatively modern form of advertising that’s particularly beneficial for larger companies with hundreds of applicants, numerous open positions, and several hiring managers. This form of advertising involves buying and publishing job ads via software. When using this software, recruiters can combine ads with specific criteria, which means that only the desired candidates will view the ads.
Programmatic advertising is highly effective since it uses powerful algorithms and web browser data to show users the right ads at the best times. Once these ads have been posted, recruiters can view analytics that tell them how the ads performed. If the ads weren’t as effective as desired, recruiters can optimize them until they provide the results the company is looking for.
8. Spotlighting Top Employees
Likely the most effective way to appeal to prospective job candidates is to show them that working with the company will allow them to work with highly talented and experienced individuals. By spotlighting top employees whenever possible, the company can become more appealing for prospective candidates.
For instance, top employees could create testimonials that can be posted to the company’s website and any social media platforms the business is on. Another option would be to take these employees to recruiting events at colleges and career fairs. Having these employees represent the company during recruitment can add a certain amount of authenticity to the process.
Due to the ever-changing nature of employee recruitment, there are also many future challenges in recruitment that every company will eventually need to learn how to navigate. As the COVID-19 pandemic has displayed, employee needs can change significantly in a second. Younger candidates want more flexible work arrangements in the future that allow them to get away from the standard nine to five workday. Many of these candidates will want to have an option to work from home on some days. To make sure that the company’s employer brand is more attractive when compared to the competition, it’s important that the recruitment team is agile and can react quickly to new recruitment trends in the years to come.
A digital employee referral program shows a high degree of digitalisation in your company. If you want insights into the success and use of employee referral programs we’ve got you covered. In our Employee Referral Benchmark Study you will find the condensed knowledge we gathered from 143 companies.
Originally from Brisbane, Australia, Majella completed her studies with a Bachelor of Business majoring in advertising from Queensland's University of Technology. After a few years of working in the gaming and entertainment industry in the APAC market, she moved to Vienna, Austria and joined the Firstbird team as a copywriter in 2016. She has never looked back, and now works across marketing, partnerships and sales in Firstbird’s international team.