1 – Attracting the suitable candidates

The best way to hire the right people is often from a smaller pipeline of more qualified talent. Especially if you’ve ever tried to discover the right candidate in a pool of unqualified talent, you’ll know that your options are limited. You’ll choose the best person you can find at the time—not the best fit for the job. So focus on the best pipeline and target your candidates precisely.

2- Engaging qualified candidates

Put extra effort into persuading passive candidates to apply and choose your company over your competitors. Qualified candidates with public profiles are often and regularly contacted by eager recruiters, making it harder for your efforts to stand out. In addition, candidates with hard-to-find skills often consider several job offers simultaneously, even when only passively searching for new opportunities. So, target the best match on the active and, more importantly, in-active candidates and research what motivates them to respond.

3 – Using data-driven recruitment at first

Better decisions are made with better information at hand. You can constantly use recruitment data and metrics to improve the recruiting process and make more informed decisions. Targeting candidates based on the suitable dataset per recruiting channel is essential for the quality, speed of attraction, and amount of response, bringing down the cost of hiring.

4 – Ensuring a good candidate experience

The best way you treat your applicants during the hiring process will reflect the perception of how you’ll treat them after hiring. Any intervention that prevents delays during a joyous process will result in a positive, more encouraged, happy sign-on, better employment branding and optimised referrals for future hires. Ensure your personal “customer applicant service” is always outstanding and outperforms your competitors.

5 – Hiring fast

Look at your hiring process and analyse: What hiring steps can be shortened, and are all steps in the hiring stages required? Are you targeting suitable profiles at the right places, and do you communicate clearly and quickly with candidates and within the hiring team? What is your optimised and realistic timeline to target, attract and hire?

New Social Targeting

New and tested techniques can support you in finding, attracting and hiring your recruits fast and effectively through our Social Targeting services. The statistics show that only 11% of the workforce actively seeks a job through established, slow, passive and expensive recruitment channels. On the other hand, Social Targeting can actively reach the additional 89% of the workforce and successfully motivate them to apply.