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Creative HR Strategies To Optimise The Organisational Recruiting Process

There are a number of tips and tricks on the internet that will help you choose your applicants in a reliable way, But these tips and tricks won't matter if you don't have a long term strategy in hand. These creative strategies will not only allow you to hire efficient candidates on a consistent basis but will help you to avail them with less effort significantly.

If you are looking forward to filling more positions at your organisation or get better quality candidates, our experts have compiled some of the best up-to-date creative strategies that you can use in the coming years for your organisation.

ATS or Applicant Tracking System

The best thing you can do for your organisation's recruitment process is to invest in an ATS or Applicant Tracking System. Not only will you help your organisation save money but also valuable time. The ATS automates the methods of searching for potential talents and jobs across the internet including interview scheduling, applicant sorting and one-click job posting to various sites.

Note - Make sure you check your organisation's size and budget before availing an ATS.  There are many options available in the market, so do some proper research before getting the best Applicant Tracking System.

Transparent and clear company branding

If you are looking for new candidates for your employer, make sure that your organisation brand highlights why candidates should work for you and what sets your organisation apart from other organisations. The organisation's values, culture, and mission should be reflected properly in the organisation's branding. Check out how prominent casino game operators like Chelsea Palace place all their organisational information clearly on their website in a transparent manner. Candidates look for these authentic indications of a good company and accordingly apply for their job roles. Ask yourself, ”Why should people want to work for your organisation?” or “How many people recommend your organisation as a good workplace?” Research what reviews and ratings are posted about your organisation on social media, forum pages and whether or not the company advertisements go well with the branding.

Social media

Nowadays, most organisations use social recruiting to hire millennials. You have to simply use social media to get in touch with potential candidates, advertise jobs and find talent. Major brands like Apple, Zappos and Uber rose to success with this simple strategy. Make sure that your presence in the social media majors in correspondence with the organisation’s branding and values. Perform a background check on your candidates and check out their previous employers if you can.

Enhance applicant sourcing

Even after getting a proper job at a company, many candidates still want to get new job opportunities. Look out for these passive candidates. They can enhance your chances of getting great hires. For example,  look into social media threads related to machine learning to hire a data scientist. You need to improve your candidate sourcing method by attending events like meetups, conferences and industry events where you can get hold of the professionals whom you are planning on hiring. For example, attend a UX/UI meetup if you are looking for UX/UI designers.

Check out for Boolean strings to discover proper candidate resumes. You can search for common Boolean strings from a simple Google search to find candidate profiles. If you want to search for qualified candidates in the fastest way possible, then you have to invest in sourcing tools.

Better interview methods

According to CEO Mark Murphy, prospective applicants are often overlooked as HRs tend to focus on the technical competency of the candidate instead of focusing on other vital aspects such as motivation, temperament, emotional intelligence, and coachability. Often times, you need to let the applicants ask you questions. Letting them ask questions will help you to understand what’s important to them. This will also let you know whether or not they are interested to work at your organisation. Always give a realistic preview of the organisational work environment.

According to a survey by Leadership IQ, over 825 of the 5000 managers admitted that they have resorted to wrong recruits due to external issues like lack of confidence and time. Always be open and honest about the work culture of your company. That is the key to retain potential candidates. A LinkedIn report stated that over 83% of applicants approved that they changed their mind about joining a company after a negative interview experience.

Enhanced referral programs

It is time that we accept the importance of employee referral programs in getting potential candidates for an organization. This acts as a secret weapon for many organisations. By using a good referral program in your organisation, you will be able to reap certain benefits such as less money spent hiring, shorter on-boarding, shorter time to hire, better quality hires and low turnover rates. This is also cost effective as it does not cost much and give appropriate results quickly unlike an employer branding.

Improving the efficiency of recruitment

Build a proper checklist to check all the standard processes. This will help you to prepare for screening calls, interviews and you will know that you have all the information about a certain candidate before speaking with them. Make sure that you update your recruiting email template on a regular basis. Choose proper templates for inviting candidates for interviews and asking for referrals. You need to invest in recruiting software like Jobma and Spark Hire which will help you to get in touch with remote candidates. As part of the hiring process, ask candidates to evaluate work samples or take standardised tests which will help you reduce the number of applicants and saving hiring time for the managers.