Top 4 Employee Recruitment Tactics in 2021

Top 4 Employee Recruitment Tactics in 2021

Finding and retaining skilled employees that align with your company’s mission requires a great deal of attention and effort. With the coronavirus pandemic still affecting how workplaces screen candidates, relay their positioning in the marketplace, and onboard employees, it is essential to adjust your approach to hiring. Here are the top 4 employee recruitment tactics in 2021:

Highlight what makes your company great

When you are on the quest to hire top talent, it is important to highlight why your company is unique and why candidates should be excited to join the team. Most candidates want to work for a company that not only cares about their work performance but a company that also cares about them as people. Ensure that your website, job description, and current employees illustrate your company’s unique benefits. Some examples include offering hybrid or flexible work schedules, nurturing a close-knit work culture, or giving employees the gratification of supporting a distinctive organizational mission.

Create an employee referral program

An employee referral program is another excellent way to recruit potential candidates. Exceptional employees want to surround themselves with other outstanding professionals.

Some employees may take the initiative to share open job positions within their networks; however, creating an official employee referral program will encourage more employees to refer other candidates. To make the employee referral program successful, offer incentives like bonuses or fun gifts to create more excitement around the program.

Develop an effective job description

A significant component of the hiring process is the development of the actual job description. An effective job description should immediately grab a candidate’s attention in order to compete with other companies.

You can pique the interest of the most qualified candidates by simply using specific titles and descriptions within the announcement. Be sure to provide an engaging summary and include essentials like core responsibilities, day-to-day activities, and how the position fits within the organization. Lastly, be sure to have a section about the company culture. Potential candidates envision themselves in the position and the organization before they even apply.

Ask Candidates Non-Traditional Questions

It is very common for candidates to rehearse their answers to traditional questions ahead of time. Asking non-traditional interview questions will allow the hiring manager to learn more about the candidates beyond their ability to perform, which will help assess whether they can both do the job and fit within the company culture.

Examples of our favorite non-traditional questions are:

∙ “Who is your hero and why?”

∙ “You won a $10 million lottery. What would you do?”

∙ “If you were a brand, what would be your tagline?”

∙ “What’s the best piece of advice you’ve gotten?”

You can also use personality tests like the DISC assessment and Caliper tests to learn more about a candidate’s working and personality styles.