Mutual assured attraction

The first step in recruiting new potential is to draw in the right candidates. This isn't just about posting a job ad and playing the waiting game until the fish bite. It's about broadening organic reach, investing in paid promotions, and leveraging the power of employee advocacy. That last one can be a very powerful tool, knowing that humans are very susceptible for endorsement from close connections.

Information on a silver platter

A recruit-centric jobsite is essential. It's not just a list of job openings; it's a platform that informs potential candidates about the ethos of "working at" your company. Tailoring the site to resonate with your target audience's lifestyle, tone of voice, and brand image can make a significant difference. Think about providing valuable, easy to digest content to give prospects insights in your organization.

The conversion code

Conversion in recruitment isn't just about getting a candidate to hit the "apply now" button. It's about creating multiple touch points, think:

• an "is company X a fit for me" wizard;

• downloadable application tips;

• or book a chat with a team member.

Integrating these touch points with a recruit CRM ensures seamless data collection and the ability to activate automated email flows.

Referral, rewards, returns

Word of mouth is powerful. A referral campaign that incentivizes employees to share potential profiles can be a game-changer in the recruitment process. It's not only a good way to engage and reward your employees, it generally delivers higher quality candidates. Since the referring employee has a firsthand understanding of the company's culture and job requirements, they're more likely to recommend candidates who align well with these aspects.