5 Simple Recruiting Tips You’ll Be Happy You Learned

A successful recruiting strategy is vital for finding and hiring new talent. Recruiting managers should swear by the popular saying “Work smarter, not harder”. Recruiting pros are aware of how difficult it is to find highly qualified, competent employees.

If you have used all your go-to recruitment techniques, borrow some new recruiting ideas to devise an effective recruitment strategy.

These tips are given by recruiting and HR pros who have ample experience in finding, interviewing, and hiring the right employees.

5 Simple Recruiting Tips You’ll Be Happy You Learned

If the company is experiencing normal turnover or has added new positions, the recruiting manager would be given the task to find the most qualified candidates. Only the right hire would add value to the team by helping businesses achieve their sales goals.

Furthermore, recruitment is a time-consuming and extremely hands-on process. It often takes weeks to find potential employees, complete in-person interviews, and send an offer letter.

Always prioritize skills, experience, and passion over degree. Remember, it is a two-sided interaction and should be taken as such. Address candidates’ concerns and answer questions calmly.

Here are some simple recruiting tips to learn.

Employee Referrals

Laszlo Bock shares Google’s recruitment success secret in his latest book. Google’s “self-replicating hiring machine” was designed to turn every employee into a sales recruiter by requesting referrals.

Employees can act as the best recruitment tool by referring former colleagues, family, and friends. It is an easy and effective hiring technique where you use existing employees’ professional networks for new hires.

Improve employment referral programs by using stipend systems, cash rewards, bonuses, or vouchers for successful hires. In addition, referral bonuses can include financial bonuses, social bonuses, prize bonuses, vacation bonuses, and tangible benefits.

Prioritize the Applicant’s Experience

What a prospective application perceives and feels about the company and recruitment process depends on the first interaction with recruiting professionals. An HR manager can not risk getting it wrong as it will hurt the business’s reputation.

When you make candidates’ experience a top priority, they may get the impression that the company cares about its employees. Create a smooth candidate journey by informing them every step of the way.

The company’s reputation and credibility are at stake, therefore, skillfully design the candidate’s experience. Make a quick checklist to track the progress of the recruitment process.

Use Modern Recruitment Tools

Use technology and new recruitment tools to boost the effectiveness of the hiring process. Using the latest advancements in recruitment will help HR managers judge candidates’ skills and performance beyond resume bullet points, GPAs, and other unconscious biases.

These dedicated tools streamline the recruitment process and to know the type of candidates you are dealing with. Moreover, many such tools keep the candidates informed about their progress.

For incorporating technology into the hiring process, the company should provide training to recruiters to use these tools efficiently and more importantly, speed up the hiring process.

Write Specific Job Listings

You will be increasing your workload by writing a vague job description. Inaccurate or generic job descriptions will attract a huge number of candidates not fit for the job position.

Instead of casting a wide net, be hyper-specific when writing a job description. Additionally, an informative job post answers most of the candidates’ questions and helps them shape their CVs and cover letters accordingly.

Furthermore, the job posting must accurately describe all of the responsibilities, education requirements, skills, and perks of working for your organization.

Sell Yourself

Recruitment is a two-way process where the candidate does not have to be on the hot seat alone. The applicant should get to ask difficult questions too.

In addition, talk about the company’s culture, working environment, and incentives. Give candidates ample time to ask questions. Answer each question and address the concerns of the candidate calmly and give satisfactory answers.

Make them believe it is the right role for them and how it will help improve their skills and knowledge. It is also one of the best ways to judge if the candidate is looking for a long-term opportunity or a stopgap role.


Lastly, becoming a talent manager has its challenges, however, you can become better at it by taking a long-term approach to recruitment.

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