Recruitment Innovation Strategies for 2017

Recruitment Innovation Strategies for 2017

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As a business, now is the time to be planning for your growth in 2017.

In a recent article by Acendify  they identified 25 Recruitment Innovation strategies for 2017.

Here is a summary of 5 key takeaways:

1. Include Recruitment Marketing to accelerate hiring

Many forward thinking companies are building recruitment marketing strategies. Strategies that unite their own employment brand, their career website, any email campaigns, diversity hiring, university graduate programs and other career events – all into one nice neat package.

They are also keenly establishing and managing talent-nurture campaigns to engage passive candidates. Regularly providing personalised content to these candidates to keep them engaged is paramount.
2. Improve the Candidate Experience

This is an area that has plagued many companies over recent years. The candidate experience should not only be professional but also seamless and fast.

Your brand should be clear and consistent as should be all your communication to the candidate regarding any opportunities they may be applying for. Aside from applying for an open role, candidates should be provided with the opportunity to join your talent community for specific and detailed updates from your organisation.

The stronger the candidate experience, the stronger the overall talent pool of available candidates.
3. Drive Diversity Initiative and Work-life Balance

A business of full-time employees is quickly becoming a thing of the past as a blended workforce focusing on work life balance becomes increasingly popular.

Full time workers and contractors work alongside freelancers and part-timers – allowing companies to maximise productivity, enhance flexibility and stay cost-effective.

Companies that also focus on Diversity programs and creating talent communities from within diverse groups outperform less diverse organisations. Whether it be Women, Millennials, Veterans, or any of a number of other diversity groups, focus on attracting and building unique Talent Communities to source the right candidate for your needs.
4. Improve Team Collaboration and Communication

Quality of hire has a direct coloration to the relationship between to the hiring manager and the recruiting manager (or outsourced recruiter). The impact of this relationship is profound both in a positive and negative manner depending on the nature of the relationship.

Typically, when a strong relationship is lacking, the Hiring Manger is left disappointed at the quality of the Talent provided and often the recruiter is left frustrated by the lack appropriate and timely feedback from the Hiring Manager.

The stronger the relationship between these parties, backed by a strong process and deliverables – the better the overall hiring outcome.
5. Deliver Best Practises and Training

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