5 STRATEGIES TO IMPROVE YOUR RECRUITMENT EFFECTIVENESS IN 2023

By Christus CODO

Every year, every month, people complete training and add up to the number of those actively looking for jobs. And there is an increasing number of talents out there who do research on potential companies they would like to work with, while companies are faced with finding the right practices to attract the right talent and eventually pick the best ones.

In 2023, the organizational world has undergone a lot of changes, and a lot of people now desire to work remotely.  Thus, before talent acquisition experts recruit new potential talents, they should take into consideration the factors affecting the labor market.  In this blog, I’ll focus on 5 marketing strategies and processes an organization must go through to hire the right talent.

1. THE JOB CRITERIA

The process of attracting a good candidate, finding high-quality candidates, and also measuring success involves crafting the best Jobs Ads. The main objective behind job ads is to attract a good and talented candidate that meets the job criteria and that can be of added value to the company and take it to the next level. In this perspective, craft your job criteria based on what you are seeking.

Start by defining :

• Job Title and Role: Clearly define the job duties, responsibilities, and expectations for the role.
• Qualifications and Experience: Identify the education, experience, skills, and certifications required for the job. This can include minimum education and experience requirements (if you would like a candidate with 6 years of relevant experience, but you’re willing to hire one with four years of experience, your job requirement should clearly list a range). Or else you may discourage great, competent candidates with four to five years of significant experience from applying.
• Personality and Interpersonal Skills: Consider the personality traits and interpersonal skills that would be important for the position, such as communication skills, leadership skills, problem-solving skills, and the ability to work in a team.
• Physical Demands: Identify any physical demands that the job may require, such as standing for long periods, lifting heavy objects, or working in extreme temperatures.
• Cultural Fit: Consider the company’s culture and values, and determine whether the candidate would be a good cultural fit. This can include factors such as work style, values, and personality.
• Performance Metrics: Identify the key performance metrics that will be used to evaluate the candidate’s success in the role. This can include specific goals, targets, or objectives that the candidate will be expected to meet.
• Legal Considerations: Ensure that the job criteria are in compliance with all applicable laws, regulations, and policies related to employment, such as equal employment opportunity laws.

By considering these factors when drafting job criteria, you can ensure that you are creating a comprehensive and accurate description of the position that will help attract the right candidates and ensure a successful hire.

• TRANSPARENCY

Transparency is key in recruitment strategy,  as it helps job seekers to get exactly what they are looking for. In this regard, it’s important to clearly state the working conditions, employee benefits, salary expectations, and an honest description of the company culture, so that the potential employee knows exactly the minimum of what to expect. This reduces the attraction of the wrong people in a company.

For example, if you are a startup that can not afford to pay a certain level of salary, clearly state in your job advert the maximum salary to expect for the position, so that people who can’t fit in that category won’t be attracted till the interview stage just to be rejected because of financial expectations that are higher than existing resources. As the startup grows, senior and more experienced professionals will be financially reachable. According to a survey by Talroo in 2021,  87% of job seekers said they are more willing to click on a job ad that gives salary information upfront.

• THE UNIQUENESS

Uniqueness is what makes your brand stand out or distinguish you from other brands. Branding your company well helps to distinguish it from other brands. Highlight your organization’s mission, vision,  and the advantages of working there, such as company milestones, growth opportunities, and unique perks. Make sure to consider what unique opportunities a potential candidate can find in your company and not in others.

For example,  Kabod group gives free mentoring and coaching programs to its staff and also externally. There is also a strong learning culture where staff are allowed to take courses online while working and are given the opportunity to share their experience through Spark and Smart sessions.

Ultimately, a company’s uniqueness should align with its values and purpose, and it should be authentic and sustainable over the long term to truly differentiate itself from competitors and build a lasting competitive advantage.

• KNOW YOUR AUDIENCE

Knowing your target audience is crucial in determining the right platform to advertise your job. Consider the demographics of your target audience and the platform where they are most likely to see your job ad.

For example, advertising a job that aims to attract skilled engineers on general business platforms may not be effective. At Kabod,  we posted a job advertisement for the position of Head of Language Services. To my surprise, no one applied in the first week. This got me thinking, and I came to the conclusion that even though everything was well outlined in the job ad, we had not posted the vacancy on the right platform. We needed to advertise this specific job opening in online groups where we could find interpreters, translators, and language professionals. Once we did it, applications started rolling in.

• CONSISTENTLY BOOST YOUR JOB ADVERT & COMPANY BRAND

Individuals posting job ads can be ineffective. Use external job boards and career websites to improve visibility and reach a broader audience.

Social media marketing for recruitment is the best way to build brand awareness and run a recruitment marketing campaign. It’s a strategy that involves using social media platforms to attract, engage, and recruit potential candidates for job openings. Some common social media platforms used for recruitment include LinkedIn, Jobberman, Facebook, Yea, Glassdoor, and Instagram. These platforms allow employers to connect with job seekers in a more informal and interactive way, creating a two-way dialogue that helps build relationships with potential candidates.

Also, as Human Resource Manager you need to subscribe to a newsletter such: as SMHR newsletter, Talroo, and Culture amp to update yourself on the HR trends in 2023.

Social media marketing for recruitment can also involve targeting specific demographics or industries through paid advertising, creating and sharing engaging content that promotes the company and its culture, and leveraging employee advocacy to help spread the word about job openings.

Overall, social media marketing for recruitment can be an effective and cost-efficient way for companies to attract and engage with top talent, build a strong employer brand, and ultimately fill job openings with qualified candidates.

Conclusion

Recruiting new talent is more complex than placing a job ad on a website and waiting for the applications to roll in. It demands more diligence and hard work. Companies must stay updated on the job market, be always informed on what is happening in the job market, and engage with top talents to draw them in. Also attending industry events and job fairs can give companies the opportunity to connect with top talent and stay up-to-date on the latest trends and innovations in their industry. Human Resources has to become more digitized in terms of technology and work closely with marketing to build a company that attracts the right talent.