6 Tested Best Practices to Boost Your Recruitment ROI

Global talent shortage and the demand for faster hiring processes are two of the many challenges recruiters are facing all over the world. ROI (Return on Investment) in recruitment isn’t limited to financial returns. It comprises efforts, time and labor besides financial contributions which are used in searching, screening, hiring and retaining top talent. The 6 best practices listed below are sure to help you maximize your recruitment ROI by creating an effective recruitment process. Take a look:

1. Streamline Your Selection Process

Time consuming hiring processes can make you lose candidates. Chances are, the applicants you have shortlisted are also in conversation with your competitors and, if the interview process in your company is taking too long or has too many stages and specially if the gaps between the stages stretch too much, the candidate may lose interest in your offer and go with your competitor. In order to get effective results, try simplifying and streamlining your recruitment process by using technology that can help you automate unnecessary tasks and shorten the periods between interactions.

2. List Down Requirements Clearly

The requirements of the position should be very clear as that may actually help you avoid bad hires. Invest some time in clearly understanding the knowledge, skills, experience and responsibilities associated with the vacation to be filled and don’t undervalue the involvement of not only the Line-Manager, the CTO and the HR team, but also complimentary team members. Personalize, be specific, use the right keywords, keep the tone conversational and provide as many details as you can on your job ads.

Before putting it live, make sure your job description is engaging and really shows your company’s personality!

3. Advertise with the Right Channels

Using the right channels to advertise your jobs can be key in order to achieve your recruitment goals. Between job boards, tech recruitment platforms, social media, events and all the other options out there, it’s essential to take some time to understand where your audience is and make yourself noticeable there. The right channels for your company will be the ones where your audience is the most active. If you’re looking for active tech candidates, you’ll probably benefit from a community like Landing.jobs’, for instance.

4. Adopt a Data-driven Approach and Smart Technologies

Talent shortage keeps increasing and the demand for high-caliber, experienced candidates has skyrocketed. This is yet another reason why you should avoid outdated approaches. Techniques such as relying on old candidate database fail because with time, a chunk of contact information becomes useless. It is necessary to upgrade information such as emails, contact numbers, etc. on a regular basis. Diversification in terms of hiring techniques has therefore become a must. A data-driven approach is evermore popular between hiring professionals as a strategy to overcome these challenges. Through this approach, professionals get to make better informed hiring decisions from the moment they start selecting candidates to the creation of their hiring plans, using specific stats and KPIs. CV parsing technology or predictive recruitment analytics can save precious man-hours worth a lot of money and boost efficiency.

5. Try Passive Recruitment

Most of the times, candidates aren’t actively looking for a job. Here are some of the ways in which you can try passive recruitment to tap into a talent pool of such ideal candidates:

• Create a culture of recruitment among your staff. Get the current employees geared up about helping to create the best team. Build effective employee referral programs as it is a great inbound source of quality candidates: who knows — maybe one of your connections knows just the person who’d fit right in. Offer interesting incentives such as prize draws and non-cash awards such as lunch with the CEO, free passes to high-profile events, and reserved parking spots at the office for a month.
• Be perceived as the authority in the market. Building a perception of influence and power in the market isn’t easy but can give your company the competitive advantage needed to catch passive candidates’ attention. Some ways you can actually start developing it is by being active in the community, participating and hosting workshops, talks and events and creating content that is relevant and meets your audience’s interests.
• Showcase the benefits instead of your requirements. Look at your job description and think about how it reads from the perspective of a potential candidate. Stressing on the requirements because you feel it might attract top talent is a common mistake. Focus on communicating opportunities for the candidate’s personal as well as professional growth.

6. Build a Dynamic Onboarding Process

Onboarding has high impact on the retention rate of new hires and yet onboarding is one of the most overlooked steps in a recruitment process. A well-planned onboarding process helps new employees adapt to, understand and engage with the organisation. Hence, it is important to design a dynamic, interactive, semi-automated and fun-filled process in nature. Follow these simple guidelines to create an interactive and effective onboarding process:

• Reduce the paperwork as much as is possible
• Automate the setup process completely with the help of a task management system
• Create a welcome kit
• Use pre-recorded tutorials or presentations to train new candidates and brief them about the Company’s policies and culture
• If possible, arrange for a virtual tour of the office for the new recruits so that they can become familiar with the workplace environment

With the fast paced times we currently live in, even the most experienced hiring professionals need to revamp their selection processes. Since recruiting is universally accepted as critical to an organisation’s success, it should be treated as a continually evolving art. Using the latest technological advancements and revamped best practices such as the ones described above can help you make the most of your selection process.

One way of keeping up with all these transformations is to interact and network with your peers. If you’d like to know more about Landing.jobs’ Tech Hiring Community, join this slack channel and start chatting!

Kelly Barcelos is a progressive digital marketing manager for Jobsoid — Applicant Tracking System. She is responsible for leading the content and social media teams at work. Her expertise and experience in the field of HR enables her to create value-driven content for her readers — both on Jobsoid’s blog and other guest blogs where she publishes content regularly.