Hi everyone and happy 2019.
Love or hate it, resolutions for the new year are in full force this week. Whether you’ve decided to exercise more, spend a little less or learn a new hobby, you’re not alone if you’re committed to changing something this year.
For businesses, the new year is also the perfect time to reflect and set goals for the months ahead. If you're looking to grow and scale your organization, consider making some new changes to the way you approach recruiting and your hiring strategy this year—all to help make 2019 a prosperous one.
5 Recruiting Resolutions for 2019
1. Increase Your Diversity and Inclusion Efforts
Hiring for diversity isn’t a buzzword—it’s about making a real effort to build teams that represent a wide range of perspectives and ideas. The more diverse a team, the more likely they’ll be able to make better business decisions, and connect and empathize with a broad range of customers.
Consider these statistics: [^1]
- Inclusive teams (or teams with high levels of cohesion and empathy for one another) make better business decisions up to 87% of the time
- Teams that follow an inclusive process make decisions 2X faster with half the meetings
- Decisions made and executed by diverse teams delivered 60% better results
Tech companies like Twitch and Pinterest are paying close attention to this issue. Both companies have committed to increasing their diversity efforts with each hiring their first head of diversity leaders to drive strategy and programs, that will enhance their respective workplace cultures.
As you approach hiring this year, try thinking outside of your usual networks and professional organizations to find a broader range of talent. Or evolve your recruiting process by making all of your employees recruiters.
(If you're interested in reading more about it, we have a great post that talks more about how to ramp up diversity in hiring efforts and why it matters: https://blog.huntclub.com/crosscheck-startup-hiring-process/)
2. Discover Social Recruiting Tactics
Social recruiting was a hiring hot potato last year. With today's candidates tapping into LinkedIn, Twitter, Facebook and even Snapchat to find their future employers, it's a trend that's not slowing down.
Especially with the current tight talent market, companies—big or small—can't afford to have a laissez-faire attitude toward social recruiting. Whether it's with a 30-second Instagram Story post or a Twitter video, social media offers businesses a really cool opportunity to show off culture to prospective candidates.
For some inspiration, check out how these bigger brands have nailed the social recruiting game[^2]
This year, consider shaking up your social recruiting efforts and create quick, low-risk social media campaigns can hook potential modern candidates. A simple way to ease into this is to try regularly posting or updating job openings to your Facebook and LinkedIn pages. Or highlight employee accomplishments across your social media channels.
Need more insights into social recruiting tactics? Check out How to Search Resumes on LinkedIn to Find Top Talent.
3. Refresh the Candidate Experience
2019 continues to be a job seeker’s market and candidates have the upper hand. If there was any time to clean up revisit the candidate experience in your hiring process, it's now.
Take a look at your current process, starting with how candidates are able to apply for your jobs online. Is the application process friendly? Does it reflect how you really talk and connect with candidates?
Always remember that there’s a person on the other side of the application, and treat others as you’d like to be treated—call when you say you will, provide timely and specific feedback to candidates and never, ever leave candidates guessing.
The key takeaway: make it easy for candidates to apply and move through your hiring process, and regardless if someone gets the job or not, leave them with an incredibly positive experience.
4. Commit to Copywriting to Source and Attract Top Talent
You're invested in connecting prospects with something you have to offer—a great job and a great company. With so many companies competing to attract top talent, an immediate way to help stand out is revisiting how you communicate your business to prospective candidates.
It’s all too easy to communicate with candidates from a "we" mentality—especially with smaller companies and startups (i.e., "Here’s what we can offer you”, “Here’s what we do”, and so on.)
If you really want to persuade top candidates, it needs to be all about them. Whether it's how you write your job descriptions, website material or social media copy, try letting candidates know what's different enough about what you can offer them.
If you can let candidates know right away the impact your business can have for their lifelong professional goals, and communicate the opportunities your company offers, you'll draw in qualified candidates eager to talk.
5. Be Open-Minded with Machine Learning and Automation
If rapid advances in machine intelligence spring up fearful thoughts, let’s dial it back and focus on how it can help improve recruiting efforts. With the changing expectations of the modern workforce, business can’t expect to build successful teams with the same antiquated recruiting processes. We're heading to a new era of recruiting that focuses on the more gratifying parts of the job—the human part, the strategic part!
Automation in hiring is here and can help reduce many of the repetitive parts of the hiring process (think candidate searches, scheduling and even screening).
This year, focus on efforts that are more effective and streamlined, and explore how you might be able to automate some administrative tasks to help you work smarter. Ultimately, this helps provide a better experience for everyone from recruiters to hiring teams and candidates.
Resolve to Evolve
Among the overwhelming glut of recruiters straining for candidate’s attention, consider adding in some of these tricks to differentiate your hiring approach this year. Resolve to make this year one for the books that your recruiting practices stand out. You might just see the level of qualified candidates increase and more eyeballs coming at you than ever before.