Five strategies for more efficient hiring

It's a candidate's market out there – these five tips will help you navigate it to find and hire the best talent


Today's job market landscape in the US is unprecedented. Unemployment rates are at record lows, which means competition for the best candidates is fierce. It also means you may need to up your recruiting game if you want to attract, hire and retain the best talent.

Are your HR strategies up to the challenge? Is your hiring process streamlined without too many hurdles for candidates to have to jump over on their journey to accepting that offer?

Below, we present our top five tips for ensuring your hiring process is as efficient as possible.

Use recruitment marketing to grow your talent pool

Active job seekers are in the minority in most markets. That means you need to reach people who aren't currently looking to change jobs and convince them that, not only do they want to make that switch, they want to land at your company. Enter recruitment marketing (RM).

RM is among the most effective ways to get your employer brand in front of these passive job seekers. This can be achieved by making the most of your onsite content in the form of informative blog posts, up-to-date job listings and a streamlined "contact us" portal. Then add in a robust and interactive social media presence, detailed candidate personas and a strong hiring funnel.

When an ideal potential candidate decides that they're ready to jump ship from their current company, you and your excellent employer brand (EB) will already be top-of-mind and they'll come straight over to your careers page looking for openings.


Your team is already overworked, so why make them deal with mundane necessities such as responding to incoming applications or following up with a candidate after an interview? RM automation software can take these repetitive tasks off their plate and let the team get on with the intuitive, creative side of recruiting.

By automating those initial emails, follow ups and even your social media feed, you ensure your potential candidate pool is staying informed during the entirety of their journey. They'll get the most recent openings, feedback when they apply and updates as they progress through the funnel – all without the need for human input.

RM automation software also integrates with your ATS, so the dreaded "ATS black hole" can be avoided. This way, even if a candidate is not right for the opening they applied for today, you can rest assured they'll stay in your system so they can be notified of openings that may be a better fit in the future.

Cultivate your pipeline

Those applying for positions for which they are not a great fit may still be great candidates. By using a combination of your ATS, RM automation software and your other recruitment marketing activities, you can keep these folks actively engaged with your brand and ready to hop on board when the right opening presents itself.

Have a separate list in your ATS for people with fantastic resumes and references, who want in, but have yet to find the right role. Occasionally schedule email updates for these folks that include things like current openings in their department, employee testimonials or links to blog posts that are relevant. This way you stay in their minds and remind them that you still want them. All they have to do is apply for the right opening when it becomes available.

Don't neglect employee referrals

Current employees are an amazing and far too often overlooked source of great talent. After all, who's more likely to know of other great engineers than the great engineers you already have working for you?

Be sure your people are not only happy at work, but also that they know about your employee referral program.

Internal employee referrals cut the need to advertise openings outside of the organization. That cuts your spending, leaving funds available to offer incentives to folks who refer their friends. Spa day, anyone? Or tickets to that new movie that's just about to open? Get creative and find ways to incentivize it.

Now your people will be talking up the company with their friends and the chances are they'll get a few interested in joining up. It also cuts the "getting to know a new team" stress quite a bit.

Internal referrals also streamline the application process, meaning you won't lose great applicants because they don't want to fill out your questionnaire. Have it set up so that the referring employee can just email a resume to someone on your team along with a couple of questions they can answer about their friend.

Streamline the interview process itself

Having an employee referral get into the pipeline quickly and painlessly won't be worth much if they just get stuck in interview round after round get the picture. To ensure you retain these applicants through the entire process through offer acceptance, you'll need to cut the extra steps out of the interview process as well.

How many steps does your process currently have? Hopefully, it doesn't look like this:

30-minute application process > five-day wait for follow up email > four days until a slot is open for a phone screen > 10-minute phone screen > four more days > schedule a video chat with the recruiter in charge of the account > three more days > schedule in-person see where this is going.

While this poor person is being strung along through this purgatory, they've probably received another offer they were all too happy to accept. See if you can get the process down to a five minute application process, automate all email follow-ups and trim the extra face-to-face stuff. If you can't get a firm idea of their fit via their resume, application and a phone screen, they probably aren't the fit you're looking for.

The job market is crazy, don't let ideal candidates slip by

In this market, the candidate has the edge. By tailoring your recruitment marketing efforts, remembering to tap into the resources you have on staff already and streamlining your interview process, you can help ensure you find the right people to fill your openings.

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