3 recruitment best practices to help you stay in the race in 2019

Recruitment Consultant

At the start of the year, more than 2,000 recruitment experts predicted that 2019 would be a good year for the HR and recruitment industry: Expectations in terms of profits, budgets, investments and placements exceeded those of 2018, but even with such optimism, it is extremely important for recruitment and HR companies to adopt the best possible practices. With these best practices, they can stay ahead in an increasingly competitive market.

We explain three easy-to-implement best practices that you can integrate into your business strategies and recruitment processes.

1. Build your brand

We mentioned earlier how important it is for recruiters today to build their own brand and run effective recruitment marketing campaigns. This trend continues unabated. Ensure an active and appealing online presence. Create and share industry-specific content, stay on top of your followers, and make sure your website is easy to use and reflects your corporate brand.

An effective social media strategy is a great way to build your brand and expand your marketing efforts without going too deep. On social media channels, creating and sharing content is free, interesting for candidates and clients alike, and you strengthen your position as a knowledgeable industry source. The easy accessibility of social media gives your business a human touch and provides a more personal experience for clients and candidates.

2. Work Smart, Not Hard

AI and automation are more accessible than ever before and can be critical to your recruiting routine. Chatbot systems designed specifically for the recruitment industry, such as Mya, automate the interaction with candidates. They provide timely responses and contact moments throughout the recruitment process. By automating the candidates’ onboarding process, the candidates’ experience and the quality of your data can also be improved. It offers your team significant time savings (they can focus on tasks that add value, such as building and managing customer relationships).

3. Think also of data

Data is an extremely valuable asset for recruitment companies, so data maintenance makes sense for up-to-date, accurate and content valuable data. Make the most of your recruitment software to gain insight into your recruiters’ productivity, the impact on margins, time-to-fill trends and placement rates.

Data can give you a competitive edge. See how your business is performing against historical data, industry standards and future goals. When you turn current data maintenance into a best practice for your recruitment organization, you are rewarded with a competitive advantage that can help you improve resource allocation.

These three tips are just one example of some of the best practices your agency can implement to get you ahead.

Published by Dave John

Decade of work experience in leadership consulting with strong focus on talent acquisition & assessment across different industries and geographies.

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