DIFFERENT AND EFFECTIVE WAYS OF RECRUITING
◦ Employee Branding
A research by LinkedIn has proven that more than 75% of job seekers research
about a company’s reputation and employer brand before applying. Companies
with a bad reputation not only struggle to attract candidates, but they also
struggle to retain employees.
The most effective and highly in trend method for employee branding is authentic
videos and messages. As it is known videos are better source of communication
than still pictures. A great example would be Deloitte. It was the first to encourage
its employees to make short videos (over 300) that demonstrated why their firm
was exciting. Mc Donald’s also followed the trend and posted its employee
generated videos on Snapchat.
Virtual reality is another trending method for employee branding. But it is costly
and India is not yet ready for it.
◦ Social Media
It is not so new way of recruitment as it is 2019, but is highly effective.
Companies should target those sites, where the prospective candidates are
likely to hang out. Posting recruiting messages on LinkedIn is very common
now. Different is something like, Mc Donald’s using Snapchat or Goldman
Sachs using Spotify.
The possibilities of social media are endless and now Companies should go
far beyond the ‘big four’ (Facebook, Twitter, Instagram and LinkedIn).
Recruiters are starting to think outside the box and should try sites like
Tinder, Snapchat and Bumble to find new talent.
◦ Campus Recruitment
College campus recruitment has also been there for a while as Freshers
a touch to innovation and bring in creative spirit into the organization.
if they are a part of internship or apprenticeship programs, their mentors
can assist the candidates in finding them suitable jobs.
But this method could be done in a different way, which would make it
effective. Instead of the traditional on-site campus visits where firms can
only afford to visit a handful of campuses, they could try remote college
recruiting. And it should not be assumed that the top talents only attend
top-ranked schools. Because many exceptional candidates probably do not
attend the college campus that you visit. Also remote college recruiting is
◦ Employee Referrals
Using employees as brand ambassadors is another effective way of
recruiting. Employee referrals as a source of hire in India has grown in size
and importance, especially in the last few years. Reasons for this include
need to reduce cost per hire and getting access to passive talent that
be otherwise not available for recruiters. A big finding in the LinkedIn study
was that India is leveraging employee referrals extremely well and that they
actually lead usage in this across the world. Also, referred new hires are
usually more engaged, more productive and less likely to leave.
This program can drastically improve candidate quality, quality of hire and
employee retention. Companies need to make sure to communicate to
employees what they can expect from employee referral program and
sure to incentivize them with rewards.
◦ Technological Innovation
Like innovators and entrepreneurs say, technology make our everyday lives less
complicated. Adaptation of technological innovation in recruitment process is the
newest trend. Such as usage of recruitment automation tools and artificial
intelligence (AI). Recruitment automation tools are software that use new
technology to automate recruiting process. Automation of recruiting process has
been around for a while, but now it will go beyond HRIS, Applicant Tracking
(ATS) and Recruitment Marketing Software. The new trend is software that offers
2in 1 tools- integrate both ATS and Recruitment Marketing solutions under one
Many believe that the use of technology and artificial intelligence (AI) in recruiting
is years away. However, Unilever has already adopted an AI-driven college hire
candidate sorting and assessment approach. The process begins by using a
LinkedIn profile instead of a resume, and then it uses AI to select the best
prospects. Next, it uses a series of online games to further narrow down the field.
Then it uses recorded video interviews to further assess the best candidates using
criteria that include the assessment of facial expressions. Only then are the final
candidates offered an in-person interview.
HOW TO GET REFERRALS FROM PEOPLE ON
STEPS TO GET REFERRALS
◦ Update your Linkedin profile accordingly- put up a profile picture, update
the relevant information and experience.
◦ Grow your network- build connections by searching people from the
industry, you want to work in.
◦ Find the right people- prefer people from the same domain and who have
been active on Linkedin.
◦ Send the right message- keep it to the point, add proper context and sell
◦ Follow up- if you didn’t get a response after few days, send a follow up
STEPS AND PLAN FOR RECRUITMENT
◦ Research about your competitors and candidates: Knowing what your competitors
are doing should be the first step, so that you know beforehand what’s in the
market. Also, researching about candidates may locate a new source of
◦ Determine goals: Like in any other way of recruitment, in social media recruitment
also you need determine what you are looking for in candidates according to the
◦ Choose the right platforms: These days there are various social media platforms.
Hence, it is important to understand how each of the platform works and who is
the primary audience on each platform.
◦ Update your approach and make application easy: Use catchy captions with
visuals that clearly states whom you are looking for. Application process should be
as simple as possible involving very few steps.
◦ Improve your social media profiles: In order to develop a more active
and positive social media presence, social media profiles that you use
for recruitment should be the representation of your company’s culture
and core values.
◦ Involve employee advocates: Organizations that have employee
advocates are much more successful in attracting and hiring better
quality employees. Content sharing should be made easy for every
employee, because the easier it is for employees to get involved in your
social media recruiting campaigns, the more likely they are to naturally
share content on behalf of your brand.