9 Recruiting tips and ideas that work

Good recruiting is the heart of successful companies

It’s always about the people. Their work and passion drives the mission. They’re the face of the brand. And they determine how the company grows and competes in the market.

The job of recruiters is to find and attract great talent. Helping companies build their team and connecting people to jobs they’ll love is incredibly rewarding, but it also comes with its own challenges. Good recruiters have to wear many hats and juggle the needs of the company, the candidates, and the job market. 

That’s why we’ve compiled our list of recruiting tips and ideas. To help you find the best talent for your team.

1. Get alignment on your ideal candidate

Set up time to chat with your hiring manager to get on the same page about the core job requirements. This is extra important for roles that are in specialized fields or are highly technical. So before you meet with candidates, make sure you feel equipped with the knowledge and language you need to decide if someone fits the role. This might be specific technologies and tools, past experience, domain expertise, or credentials. On top of making your job easier in the long run, doing this work improves candidate experience too. 

You also want to get alignment about how your new hire fits the team, not just the role itself. So while a candidate that checks off every skill requirement is a great start, dig deeper into the personality traits and values that make people at your company successful. Some questions to consider: How does this candidate respond when things don’t go as planned? What are some ways they think outside of the box or push boundaries? 

2. Referrals are your best friend

Great people know great people. When it comes to building out your team, start with your employees who already understand the company inside and out. Their networks are more likely to have people who align with the company's brand and goals.

In our blog on sourcing strategies, we shared how referred candidates have a faster time-to-hire, longer retention, and higher success rates. This means that if you want to maximize your recruiting ROI, you have to take advantage of referrals. 

When it comes to getting more referrals, it helps to be transparent about their impact on the company. If your employees can see the positive effects that their referrals are making, they’re going to be way more likely to make time for them. Making referrals part of your company culture can also make the process more enjoyable. Take for example Salesforce’s recruitment happy hour where employees bring in friends they want to refer, and everyone gets to socialize in a laid back environment. 

A more common strategy is to offer cash bonuses. But you might be inspired by the companies who chose to take the more creative route – like InMobi's vacations to Bali.

3. Make time to source and connect with great candidates

As tempting as it may be to send the same “apply for our role!” message to the hundreds of people with one keyword in their bio, it usually doesn’t lead to finding the best talent. Candidates are constantly flooded with invitations that all sound the same and it pays to stand out. Personalization and a more targeted approach to sourcing is time consuming, but totally worth it. 

Reaching out to your network, listening to people’s stories, and focusing on what makes each person unique is the way to build meaningful connections. And meaningful connections lead to meaningful hires. 

Remember that behind every resume or profile, there’s a real person. And you’re trying to connect with the person, not the profile. And when you do talk to that candidate, it’ll mean a lot to them when you show that you’ve taken the time to get to know who they are, not just as a potential hire, but also as a person.

4. Stay current with trends and salary ranges

As the job market and economy changes, people will value different things in their job search. We’ve already seen how hybrid and flexible working options became top of mind in the last few years. As we continue into 2023, we’re seeing recruitment trends in increased salary transparency, greater emphasis for career development opportunities, and a demand for green jobs. 

Matching your recruiting strategy with current trends helps you meet candidates where they’re at. If you want to compete for talent, you have to understand what’s competitive today. One way to do this is to look at updated salary benchmarks for similar roles in your industry and location. 

To stay on top of job market and hiring trends, dIversify the content channels you follow. Newspapers, social media, and company blogs all offer different but valuable types of information and personal opinions.

5. Never stop networking

Your network is one of the most valuable resources as a recruiter. A strong network makes it easier to create a talent pool for future roles. People are more likely to respond with people in their network than strangers, so building your network should always be a priority. 

There are tons of different ways to network. One way is to start with the people you know best. This could be old and current coworkers, fellow alumni, and friends and family. You don’t have to wait until a specific opportunity pops up, just catch up with them and see what they’re up to. That way if something does come up in the future, you’ve already started the conversation. 

Every person in your network opens the door to connect with their network too. You can ask people to make introductions and offer the same in return. And your network isn’t just for finding candidates, but also to connect with people to learn from – other recruiters, thought leaders, industry experts, etc. If you want to network with a stranger, take the time to get to know them and first add value before asking for favors.

6. Sell the role and get personal

Instead of starting with “What can you add to our company?” start with “This is what we can offer for you.” In many cases, the best candidates have the choice of where they want to go. This means that you should be leading with how your opportunities benefit their personal and career growth.  

One of the best ways to do this is by getting personal. Tell your own story of why you chose the company and what your experience has been like. It’s easier to connect with real stories than statements like “We have great culture” or “We value employee growth.” Instead, share your favorite non-work related memory of your team. Or give an example of something you’ve learned recently. Unique stories like these resonate with candidates and give them a sense of what kind of people you’re about. 

7. Communicate, communicate, communicate

Everyone hates the feeling of getting ghosted. But it’s such a common experience that we can all relate to it. The way that you communicate with candidates is their first impression of how it’s going to feel as an employee of the company. Being vague about job requirements or salary and failing to follow-up raises red flags about how the company values time and transparency. 

On the other hand, you can make a positive impression by being proactive about follow ups, encouraging questions and answering them clearly, and giving feedback. And if someone turns out to not be a great fit for the role, be honest and kind. Keep the door open for the future in case you want to reach out to them about a different opportunity. And being professional and kind in these situations does a lot for your employer brand. Keep in mind that as a recruiter, you’re the face of the company for candidates. So approach every interaction with care and respect.

8. Recalibrate with your hiring manager

One of the biggest challenges of recruiting is how it depends on the ever-changing job market. If you’re struggling to find people who match your candidate persona, it might be time to meet with your hiring manager and decide if your strategy has to change. Maybe the skills you’re requiring are tough to find in the job market. Or the salary you’re offering doesn’t match similar roles. 

Remember that hiring responsibilities don’t all fall on one person’s shoulders. It’s a team effort. Always ask your hiring manager if you think there’s a mismatch between what you’re looking for and what’s possible. 

9. Take time for yourself!

Juggling five different schedules, making back to back phone calls…it can get draining. Remember that no matter what, always put your mental and physical health first. Taking a short break to recharge when you’re feeling overwhelmed can make a huge difference for the rest of your day. 

Maintaining work–life balance is key to both your own wellbeing and your productivity. One strategy is to set clear boundaries between work and personal time. Recruiting often requires you to be online constantly. Turning off job related notifications after a certain hour can help you mentally rest. People do the best work when they’re rested and recharged, so make yourself a priority.