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Successful Recruiting Strategies

If  Monster, Indeed, LinkedIn and Career Builder are the only  strategies that come to mind when thinking about recruiting the best employees to your business, then you may need to rethink your process of recruiting. If you are looking for a dream candidate to fit into the skill set you need and mesh with the personality of your company you may need to think outside-the-box. To get a list of qualified candidates instead of a pile of resumes that can only be characterized as a “poor fit” you may want to read on about what business leaders are doing to “beef up” their recruiting strategies.

It’s really not enough these days to post a job listing on your company website or one of the many job listing sites and hope that the candidate of your dreams will magically appear and apply. Business leaders need to be active to attract talent, or else someone is going to snatch up that dream employee. In order to compete, you need to make sure your recruitment strategies are up to snuff.

  • Social Media – Use Twitter, LinkedIn, Facebook and other social media sites to spread the word about the benefits of working at your company, as well as openings that are being posted. Jobvite reports that 44% of recruiters say that social recruiting has increased both the quantity and quality of candidates. In addition, Socially engaged companies are 58% more likely to attract top talent.
  • Drive Referrals as a Company-Wide Initiative– According to the Recruitment Process Outsourcing Association, referrals are one of the easiest ways to source talent. Using the referral networks of your entire company instead of just those of your hiring team will seriously boost your results. Make the referral initiatives worth-while for employees with prizes and benefits that they will be working towards.
  • Teach Your Interview Teams to be Highly Effective – This means that your hiring process is well tuned and practiced in the right questions to ask, how to ask them, what red flags to look for and how to bring the entire team into the hiring process to make sure the new hire will be a good fit.
  • Retain and Recruit the Best – The best way to fill empty slots is to keep them from being empty in the first place. Identify the top 20% of performers at your business, and keep that information in an easily accessible list. Then, sit down and create an action plan to keep those employees happy and keep them with the company. Those top workers probably know and work with people in similar fields who are also the best of the best. Find out what makes them the best so you know what to look for in new hires.

About Mike Sperling

Mike is the Founder and Director of Sperling Interactive. Mike’s keen eye for photography, extensive technology skills and innovative marketing ideas make Mike a leader in the website design and management field. He is proficient in html, css, php, javascript, MySQL and the Adobe Design Suite. Before founding Sperling Interactive, Mike worked his way up from staff photographer at the Eagle Tribune Publishing Company to the lead operator and manager of multiple websites for daily and weekly publications. Known as the “media guru”, Mike gathered years of experience before making the leap to start his own business. He graduated from Rochester Institute of Technology with a BFA in Photojournalism and a minor in Mass Communications. When Mike is not meeting with clients or designing new websites he enjoys spending time with his wife, Jodi, daughter Zoey, and son Camden. Mike enjoys hiking, geocaching, traveling, movies, the Baltimore Orioles & Ravens.