4 Essential Recruitment Strategies

If you’re in the staffing biz, you’re probably reading a lot of different articles, blogs and listicles claiming to offer the best recruitment strategies. But, as you’ve undoubtedly figured out, it can be difficult to prioritize these various strategies and adapt them to your current business needs. Not every agency is the same, and certain tactics may work well for some recruiters while others seem irrelevant. But there are some practices that are fundamental to the recruitment process; some emergent and some tried & true. Incorporating these strategies into your process is critical to long-term success in an increasingly competitive market.

1. Go Big with Referrals

Employee referrals are statistically the best source for acquiring new candidates. According to CareerBuilder, employers rated employee referrals above all other sources for generating the best ROI (82%) and producing quality new hires (88%). Additionally, organizations that implement an effective referral program and strive to foster a strong company culture sit around a 46% employee retention rate. A candidate who feels truly valued by a recruiter (and end-client) is also much more likely to refer a friend or colleague for an open position, making a recruiter’s job easier and thereby more efficient when it comes to placements. And if your firm has the proper resources, setting up an automated referral program integrated with the Applicant Tracking System (ATS) simplifies this process. Implementing an employee referral program is also an easy, cost-effective way to incentivize candidates to proactively recruit on your agency’s behalf.

2. Connect with Candidates via Video

Incorporating video conferencing into your recruitment process can enhance your candidate search and streamline the screening process. As the staffing industry becomes more international and interconnected, it can become increasingly difficult to set up a face-to-face interview. We know you’re probably saying to yourself, “Why can’t I just interview my candidates over the phone?”. While phone calls are certainly a good way to initially connect with potential candidates, many recruiters and hiring managers have already adopted the video interviews. In fact, 47% of interviewees who have had video interviews say they prefer the format. The takeaway? Staffing firms must adopt this approach in order to keep pace with both candidates and competitors. Additionally, video allows recruiters to make more informed assessments of potential candidates in a way that resumes or phone calls simply don’t afford, saving time for all parties involved.

3. Target Passive Applicants

Due to a tight job market, finding the right candidate can be a difficult undertaking. And often times, your perfect candidate might not even be actively looking for a new position. So when looking to fill new job reqs, it’s a good practice to reach out to passive candidates.  This is where an applicant tracking system becomes incredibly useful: if you’ve logged a candidate’s info and connected with them in the past, their profile should be easily accessible via your agency’s internal database. It should also be noted that even if a candidate is currently employed, they may consider switching positions if a recruiter presents an enticing offer. Or at the very least, they may follow up with you when then eventually re-enter the job market. Timing is critical when it comes to reaching out to passive candidates; if their contract is nearing its end and you tap them at just the right time, you may, in effect, be able to preemptively fill a position.

4. Use Niche Job Boards

Job sites like Glassdoor and Indeed play a prominent role in connecting active candidates with staffing agencies. Most companies out there are only using the established, better-known portals. However, if you’re a staffing firm that services multiple industries, you need to pursue the more specialized, niche job sites as well. There are job boards dedicated to the accounting and construction industries, for instance. Industry-specific job sites may present opportunities to connect with more senior level, specialized talent.

There are many components to a successful recruitment strategy and, depending on your firm, some strategies might be more beneficial than others. But due to increased competition and talent gaps, there are some strategies that have become essential. Regardless of your approach, underpinning your process with some of these tactics will help you increase your candidate engagement, allowing you to remain competitive for years to come.


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