5 Things Successful Recruiters Do Differently

Recruitment is always changing. Organisations need to find new ways to attract, hire, onboard, engage, and retain the people they need.  

We need to look at how the wider recruitment ecosystem is shifting and maximise potential opportunities. Expecting to solve your own skills shortfall by hoping to grab someone else’s is no longer a viable option.

Here are 5 ways for smart recruiters to start doing things differently.

They Turn Shortages into Opportunities

Everyone is struggling to find the specific skills they need. If your business capacity is really impaired by a lack of skills then it must be time to find another way to satisfy demand.

Redefine the problem. “What exactly are we short of?”  Maybe invest in training or apprenticeships.

Look for someone with knowledge and capability close to what you need and invest in bridging that gap. Look at more collaborative ways to bring capability into the organisation whether through flexible workforce approaches or partnering with third parties.

Start drilling down with hiring managers on their wish lists and filter out the absolute necessities from the nice-to-haves. Break down the unfillable roles into smaller parts and see if there is a way they can be done differently, using other employees or by hiring someone with a complementary skill set.
 

They Have Extensive Networking

Modern recruitment is an ecosystem and we are all part of the solution. Our networks grow continuously and this includes employees, alumni, collaborators, suppliers, contractors, clients, customers, digital connections and influencers. Recruiters can use these networks.

Take care of how you exit employees, reject applicants, and engage and pay freelancers. Communicate and share the wider vision and the hiring needs.

You need to work closely with agencies and other labour providers as partners. Make the partnership part of the internal offering; bring their insights and wider knowledge of trends and availability in your sectors and disciplines into the business.

They Achieve Better Ratings

We’re in an experience and ratings economy. The people we are trying to find put faith in what other people think about us, and judge us on the type of experience they get.

Smart recruiters should know that jobseekers increasingly judge companies by how they go about hiring their new people, and make sure that if an offer should be rejected, it won’t be because of the recruitment process.

They Understand What Candidates Want

Candidates want to join an organisation that will invest in them and help enhance their skills, capabilities, knowledge and experiences. The offer is no longer just about a salary and a job title, but now also about future opportunities and HR processes.

Good recruiters know that candidates value honesty. They showcase what is good about the business, offer information about future potential and don’t try to cover over shortcomings.

They Use The Right Recruitment Platform

Digitalisation has transformed the recruitment process. In order to find more potential candidates, recruiters need to take advantage of not just job listing websites, but also social media.

By fully utilizing its multi-platform features, A Job Thing ensures that every job ad posted will appear on 15 TOP JOB PORTALS including LinkedIn, Maukerja, and Ricebowl! Our network means every job ad posted with us receives at least 30 applications.

Plus, with a social media reach of 4 million people and growing, A Job Thing will make your recruiting process easier and attract more potential candidates to apply with your organisation. 

You can also optimise your hiring process with advanced tools such as talent matching that will match at least 10 top reccommended candidates to your job ad, recruitment campaigns that will guarantee show-ups to your hiring campaigns, and real-time dashboard for an immediate overview of your recruitment and job ads' performance. 

Recruitment may be changing but it is also exciting. There are new opportunities offering plenty of scope for the best to differentiate themselves, positively represent their organisations and add real value.

This article is based on Mervyn Dinnen's 4 Things Recruiters Should Do Differently.