Top Recruiting Strategies to Use in 2021

The top recruiting strategies

In this article, we’ll discuss the top recruiting strategies to use in 2021. Let’s dive right in.

Create an employee referral program.

Employee referrals are a great way to find candidates. As an added bonus they come with several benefits. Referrals are a better cultural fit. Your employees only refer people they think will be a good fit, both for the job and the company culture. They preselect the candidates.

Referrals are more engaged. As a consequence, referrals tend to be more engaged right from the start. They already know at least one person in the company who will show them around and make sure they feel at home.

Referrals are more likely to stay. Referred employees are happier, operational faster, and more productive than people who’ve been hired by a different source. Creating an employee referral program doesn’t have to be overly complicated or expensive.

Make sure your referral program includes the following elements: Incentives, feedback, and recognition.

Cater to Generation Z.

Generation Z, also referred to as the iGeneration or digital natives, no longer just fill entry-level or internship positions.

Slowly but surely this cohort is becoming a bigger part of the global workforce. When it comes to recruiting Gen Z, it’s good to know who you are dealing with. Here are some of their characteristics.

They know their weaknesses. A study among 4,000 Generation Z members revealed that 37% worries, among other things, about their potential lack of people skills and their ability to communicate. Another characteristic is that they’re tech-savvy.

Gen Z is the first generation to have grown up in a world full of digital devices since the day they were born. As a result, they know how to use tech for virtually every aspect of their lives. They also value security.

Having seen the damage the 2008 crisis did to their families firsthand, Generation Z attaches great value to a certain level of job security. They’re all about video. Unsurprisingly, digital natives know a little something about how to present themselves, the natural result of growing up with a camera in your pocket.

A few Generation Z recruitment tips are in order since we’re talking about recruiting strategies. Here are some things to keep in mind:

  • Focus on short voice or video messages to keep candidates informed about their status, rather than emails.
  • Avoid lengthy job descriptions.
  • Use visual platforms such as YouTube to get them excited about working for your company instead.
  • Meet Generation Z candidates where they are. Often that means on social platforms, Snapchat or Instagram for instance.
  • Since their preferences can change quickly, it’s important to stay on top of the latest social trends.

“Hire people who are smarter than you are. Whose talents surpass yours and give them opportunities for growth. It’s the smart thing to do and it is a sign of high personal humility.” –

Bruna Martinuzzi, author of The Leader as a Mensch: Become the Kind of Person Others Want to Follow

Make internal mobility a priority.

Internal mobility is the movement of employees to new opportunities in the same company.

These opportunities can be anything from a new position and supplementary projects to job swaps and mentorships. While creating an internal mobility program might not be the first thing that comes to mind when we talk about recruiting strategies, it should definitely be on your radar.

Here’s why:

  • Internal mobility helps in attracting and retaining talent. According to LinkedIn’s 2018 Workforce Learning Report, 94% of employees would stay longer with a company if the latter invested in their careers.
  • Both job seekers and employees are looking for companies that help them develop their skills and fulfill their professional aspirations. Hiring internally when and where possible is naturally a great way to save time and money.
  • The hiring costs and risks are a lot lower and your new hire already knows the company, which means they’ll be operational and productive faster.

Get serious about your employer brand and EVP.

Your employer brand is the face that your company shows to the outside world as a potential employer. It’s the sum of all the different things people think when someone asks them what it would be like to work for company X or Y.

Employer brand and employee value proposition or EVP go hand in hand. Your EVP is the promise you make as an employer to your employees in return for their commitment. It’s the sum of the benefits and rewards employees receive from the organization they work for.

Now, why is it important to get serious about your employer brands? For starters, because it helps you recruit candidates. A well-known brand means applicants will find you easier and apply naturally, which in turn leads to lower recruiting costs.

A strong EVP makes your employees proud to work for your company and more likely to talk positively about you. This can result in more referrals, more raving social media posts, triggering potential candidates, and just more good publicity for your organization as an employer in general.

Engage with passive candidates.

While passive candidates might play hard to get at first, that doesn’t mean you don’t stand a chance as their next long-term partner. And since recruiting times are tough, it’s worth taking a shot.

Passive candidates, people who are not actively looking to change jobs but will consider moving if the right role comes along, makeup between 70 and 75% of the workforce. One way to engage with passive candidates is via your talent pool.

Regularly sending them relevant content that can help them with their career, for example, can be a good way to stay on their minds and create a relationship. Social media are another way to engage with these types of candidates.

“If you think it’s expensive to hire a professional, wait until you hire an amateur.”- Red Adair, American oil well firefighter

Build a social media recruiting strategy.

A list of top recruiting strategies wouldn’t be complete without mentioning social recruiting. Social media recruiting is the use of social media platforms as talent databases and/or for advertising job openings and positions.

Here are a few stats to show you the importance of social media recruiting. 70% of job seekers search for opportunities on mobile, 55% of job seekers find social and professional networks the most useful resource during a job search, and 74% of millennials found their last position through a social media site.

Now, here are a few tips to get you started. Involve your employees. Ask them to help you with your recruitment efforts and have them share your posts on their social media platforms. What’s even better is if they share current vacancies without being asked, telling people why it’s great to work for your organization in their own words.

And that’s a wrap. In this article you learned about the top recruiting strategies to use in HR in 2021.

If you are a recruiter or a company looking to fill a position, you may post jobs for free on our free online job posting site or view candidate cv’s for free.

You may also find the following useful:

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