We’ll take you through everything you need to know about recruiting top talent, helping you perfect your recruitment marketing and ensure you’re picking the right candidates.
We’ll also take a look at how you can save hours with the help of AI (artificial intelligence).
Picture this: You just found out the candidate you spent two months finding, hiring, and onboarding quit to take another job. You’re staring at an employee resignation letter, and a vein is throbbing on your forehead.
It’s all too common.
In today’s strong labor market, employees have their pick of positions. It can be hard to attract the caliber of candidate you want. Too often, you’ll spend hours trawling through resumes, only to end up with somebody subpar. But there’s a better way.
Fill Jobs Faster, With High-Quality Candidates
Meet with our hiring coaches today to see how AI can slash 90% of the time from your hiring process. Start filling jobs faster right away, with 10x higher quality people.
Perfect Your Recruitment Marketing
A poorly designed careers page or lackluster job ad won’t get your role the attention you want. To attract top talent, you need to perfect your recruitment marketing (that’s everything you do before candidates apply).
Your recruitment marketing strategy needs to involve top-quality materials and highly effective systems for finding the ideal candidates. Think of recruitment as a sales and marketing activity, not an administrative task.
Here are four things you can do to improve your recruitment marketing and your employer brand — fast.
Create an Enticing Careers Page
Your careers page may be the first thing a talented prospective applicant sees, and it has to make a lasting first impression. Your careers page should include:
- Information about your company: This includes your mission, values, and story.
- An idea of what it’s like to work at your company: You might want to include photos from retreats or team-building events, quotes from current employees, or even a “day in the life” video.
- A list of open roles: Maintain an up-to-date list of open roles on your careers page, so talented applicants can quickly find the role that’s the best match for their skills.
Craft More Engaging Job Ads
Are applicants switching off halfway through reading your job ads? No one wants to wade through boring details about your company's history or vague platitudes that don’t say anything useful about the role.
A job ad isn’t the same thing as the job description (way too many hiring managers and recruiters get this wrong). Instead, it’s a marketing tool, designed to resonate with your target audience. Here’s how to get your job posting right:
Want to use AI tools to write job ads and job descriptions? See our articles on How to Use ChatGPT to Write Job Descriptions and How to Use AI to Write Job Descriptions.
Post Automatically to Multiple Job Boards at Once
Your job ad needs to reach the right people. That means using the best job boards out there — like Indeed and LinkedIn — along with industry-specific, niche job boards.
Sound time-consuming? Here’s the good news. You don’t need to spend hours copying and pasting your job ad into different platforms. Instead, use a tool that lets you post to multiple boards at once.
Start a Referral Program
Referral programs are an amazing recruitment tool. Zippia’s research found that 88% of employers see referral programs as the best source of applicants. Better still, referred hires stay 70% longer than other employees.
If you don’t have an employee referral program, you’re missing out on incredible talent. So, create a referral program as soon as possible and start tapping into your existing employees’ networks.
Discovered – Performance Hiring Software covers all the above: careers pages, job ads, posting to multiple job boards, and creating a referral program, all for a low monthly cost.
Screen Your Candidates Better
When you improve your recruitment marketing, you’ll have a larger talent pool to choose from. It’s essential to pick the right people. Recruiter Jörgen Sundberg, the CEO of Link Humans, suggests that the cost of a bad hire could reach $840,000 or more.
Candidate screening lets you separate the duds from the winners, without going through round after round of tedious interviews.
Pre-Employment Assessments
One vital way to screen candidates is with pre-employment assessments. These can include:
Skills Testing
Applicants might make impressive claims on their resume — but how do those claims stack up against reality? Skills testing lets you figure out whether candidates can walk the walk, not just talk the talk. This is particularly important for niche, hard-to-fill roles.
Integrity Testing
Integrity testing is an incredibly powerful way to weed out candidates who aren’t just a poor fit, but who might actively harm your company. You don’t simply want candidates who are skilled and intelligent — you want talented employees who are also honest, productive, and professional.
A good integrity test will instantly weed out candidates who might lie, cheat, steal, or even become violent.
Integrity testing can make an astonishing difference. In a blind study with one large client, we found a dramatic difference in turnover rate: 25% for candidates who passed integrity testing vs a shocking 65% for those who failed. And a multi-year study involving over 5,000 workers’ compensation claims found that the percentage of losses from new hires dropped from 33.1% to 14.5% during a period of pre-employment integrity testing.
DISC assessments
DISC assessments are a type of personality test that lets you understand personality styles. This can help you recruit exactly the sort of talented individual you need, who’ll slot perfectly into the team. Some organizations use DISC assessments to help with professional development for existing staff — but you can also use them to inform your hiring decisions.
One-Way Video Interviews
One-way video interviews are an effective and efficient alternative to using phone interviews to screen candidates. Candidates record their answers at their convenience, and you (and other decision-makers) can watch these interviews whenever it suits you. No complex scheduling, no time wasted on no-shows, and no travel expenses.
Automated Reference Checking
Past supervisors are best positioned to give an accurate impression of a candidate’s job performance — but you don’t want to spend all day playing phone tag with a busy manager. Automated reference checking makes it fast and easy to get reliable references. As many as 87% of hiring managers and employers don’t check references, so give yourself a better chance of making the right hiring decision by taking this easy step.
Discovered – Performance Hiring Software makes screening a breeze, with feature-rich pre-employment assessments, a built-in one-way video interview process, and automated reference checking tools.
Use AI to Recruit Top Talent
Want to save 90% of the time you spend on recruitment — and get a better result? That might sound like pure fantasy, but it’s absolutely possible with today’s technology. Advanced AI (artificial intelligence) tools can take care of all the mundane and repetitive recruiting tasks on your to-do list.
The AI software built into Discovered can handle all of this and more:
- Creating and posting job ads: Use AI’s powerful language capabilities to write your job ad in one minute then automatically push it to the biggest job boards (like Indeed and LinkedIn).
- Evaluate and score resumes: If you had weeks to spend on it, you could find the best 5% of your candidates just by screening resumes. Discovered does it for you in seconds.
- Generate engaging emails and text messages: Keep your candidates engaged and moving through the hiring process without reading and writing answers to an endless stream of emails and text messages. With Discovered, it all happens automatically.
- Create useful candidate scorecards: Let Discovered’s AI integration generate skills-based candidate scorecards so you can identify the most qualified candidates in minutes.
- Generate assessments and custom skill and knowledge tests: Test your candidates for integrity, cultural fit, and the exact skills they’ll need to get the job done, in a fast, smooth process that keeps your recruitment process flowing.
- Conduct one-way video interviews: Let Discovered’s AI direct your candidates to complete quick one-way video interviews to help you decide on the best fit for the job.
- Interview scheduling: Do away with the back-and-forth of endless email chains, by letting Discovered schedule candidate interviews for you.
- Human hiring experts: Let our human hiring experts step in when you need them to ensure your hiring process stays smooth and engaging for your candidates.
- Candidate engagement
- Careers pages: AI can write and construct a Careers page for you and you can control it all through Discovered platform.
- Reference checking: With Discovered’s automated reference checking, you can quickly contact qualified candidates’ past supervisors and encourage a full and candid response.
With these tools in place, you won’t need to spend hours sifting through a huge pool of poor-fit candidates. Instead, you can spend your time on what really matters: interviewing and assessing the handful of talented candidates who’ll likely be a great fit for the job.
