How to step up your recruitment game in 2019

By this point, everyone knows that unemployment is at record lows in the US. Whether you know that from the news or feel it in your recruiting efforts, it definitely means that finding and enticing top talent is harder than ever. Usually, in the recruiting process, employers are evaluating candidates, but these days it’s the candidates who are evaluating employers. If you want to step up your recruitment game in 2019, consider these tips.
Start Internally
A company can be measured by any number of metrics—revenue, retention stats, etc. But a potential new hire will be looking closely at the things you can’t measure as easily, such as employee happiness and the overall atmosphere of the workplace. If a recruit comes in for an interview and sees frowning faces all around, they aren’t going to be inspired to join your company.

Setting up your current employees for success means impacting future employees who might join your company. If a recruit talks to a current employee, they want to hear about the great benefits, ways the company supports work/life balance, and how they will grow there as a worker. If your current workforce doesn’t feel this way, then your future workforce won’t want to join.
Now Externally
After you’ve fixed any internal problems and created an office culture that’s conducive to recruiting and retaining talent, now you need to look at how your company is perceived in the public eye. The internet, with all it’s good and bad, is the number one source of information for people job searching. Candidates want to see that you are a responsible company, that you make a difference in the world, and that customers and current employees like and trust your brand.
Recruitment Process
Hunting for a job and filling in application after application can feel like a job in and of itself. If you want to step up your recruitment game, take a look at how easy or difficult your recruitment process is for candidates. What does your application ask for? Is it focused on skills—things that can be learned on the job—or is it focused on the candidates themselves? Finding a quality candidate that fits in with your office culture is key to effective recruitment.

How easy is it to contact you? If a candidate has a question about your position, can they find someone to ask before going through your entire application process? Think also about your own attitude toward the hiring process. Does it feel like a burden to recruit employees? Does every offer you make feel like you’re going into a negotiations battle? These attitudes will show through in your recruiters and HR managers, and employees will be turned off.

Stepping up your recruitment process also means stepping up the clarity of your job descriptions. “72 percent of hiring managers say they provide clear job descriptions, while only 36 percent of candidates say the same.”1 Including salary information in job postings is becoming rarer, but candidates still want to know. The more information you can provide, the more likely you will receive applications from the right candidates.

Stepping up your recruitment game also means looking at where you’re getting your recruits from. Referrals from current employees are the number one source for finding and hiring new workers—with 1 in every 16 being hired, versus 1 in 152 candidates found from online sources.2 But if your current employees aren’t happy with your company, then they won’t be referring new hires and you’re missing out on an important opportunity.
Show, Don’t Tell
After all your hard work so far, now you need to directly prove to potential hires that your company is the best choice for them. During interviews, make sure you answer their questions fully and are open and honest. Newer candidates looking for their first job may not know what questions to ask, so volunteer important information without them asking. Being upfront and clear with expectations, benefits, etc. can help reduce confusion or disappointment later.

As part of your recruiting efforts, invite the short-listed candidates to experience a day in the office. Assign them an “employee buddy” to walk them around, show them tasks associated with the job they are applying for, and answer any questions candidly that they may not have felt comfortable asking during a formal interview.
Of course, we can’t talk about recruitment without talking about benefits. You should be offering the benefits workers want and need and this depends on the kind of worker you’re trying to attract. Younger workers (Millennials, Gen Z) might be swayed by student loan repayment assistance. Older workers (Gen x, Baby Boomers) might want a better 401(k). Everything from casual Fridays to life insurance and beyond can help sway recruits. It’s important to not just spout off a list of benefits you offer. Take the time to explain how each benefit fits in with the company goals and how it will positively affect employees.

One offering that’s sure to incentivize any recruit to join your company is travel benefits. Four in five workers say they prefer benefits over a higher salary and on the list of what’s important, travel benefits land at the number two spot, only behind health insurance.3 Travel incentives could come in the form of a company-sponsored trip, additional or unlimited time off, or programs like Taab that help employees save for a vacation.

Over 75% of HR professionals believe that employers need new and innovative ways to recruit employees and 49% of job searchers agree that an innovative-sounding job posting would sway them to apply.4 If you want to step up your recruitment game in 2019, be sure to create a company culture and reputation that is desirable to candidates, look deeply into the logistics of your recruitment process, and choose the right benefits to bring them on board.