Top Best Practices to Drive Your Recruitment and Selection Process

1) Just Posting Jobs is not enough!

There are many ways job-hunters can strive to reach to your job advertisement such as Google search tool or by login to any popular job portal. However, not every job advertisement gets click or receives same response. Even more than 90 percent times candidates don’t even go to check out the second page of listed results for the keyword Job title.

So what you can do as a recruiter to make your job posting get listed on top results of the search engine? Clearly, first thing to understand is using search engine optimization (SEO) and search engine marketing (SEM) tools for increasing visibility of your job posting. Also, you must be watchful for the performance of job posts on various online and offline mediums.

The end line is – visibility at appropriate places where your job ads can be accessed by the potential talent pool is important.

Brushing your knowledge and keeping yourself updated with what is trending in applicant tracking system is the key.

2) Presentation of Job Ads Matters a Lot

You know how important is to use applicant tracking system already but, what to do if your job ads are not driving results? Getting clicks or views are meaningless if you are not getting applications or worthy resumes. At this point, you must realize the importance of making your job ads more thoughtful and creative.

Your job ads must have power to motivate top talent pool so that they ultimately apply for it.

Market has become totally candidate-centric with the increasing levels of competition. Thus, leaving potential candidates with a bad ad copy is losing them. Impactful impression from the initial contact through job advertisement is important.

Showing creativity in form of text, using better quality images and videos matters a lot to make an appealing job advertisement marketer copy.

3) Simple yet Impactful Recruitment and Selection

Recruitment funnel is meant to provide best deserving candidates for the next levels of selection procedures. However, most of the time companies don’t pay attention on this basic level which results in poor results. Application tracking systems need to be working as per the trends to closely monitor abandonment rate.

4) Inclusion of Candidate’s Experience

Without knowing the experiences of candidates in the whole selection process, it is not possible to know what went wrong. Keeping this in view, in today’s job market companies have started including candidates experiences as part of recruitment and selection procedure. Even there is dedicated software available to track personal experiences of applicants during recruitment.

Takeaway

Creating an impactful first impression is a must if you want to convey message that this is the dream work place. More upon it, job seekers should understand that their all efforts of joining the interview and selection process are worth. In the candidate driven market, without the support of better candidates no company could think to excel.

Globalhunt believes that good marketing can make talent acquisition smoother. Dropping the old school practices of just putting regular advertisements is not going to earn fruitful results. Further, candidates must be provided complete assistance up to on-boarding to provide productive results to candidates as well clients. Gear up for next generation recruitment and selection practices without delay!