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Top 5 Recruitment Strategies You Might Want to Consider in 2018

When it comes to recruiting new talent, a lot of people focus on CV and interviews, while they completely fail to see the bigger picture. The message you send during your recruitment, the number of applications you receive and the way in which you approach the recruitment process itself are equally as important. Seeing as how recruitment is something vital to the success of your company no matter its size, it is something you will have to learn to handle as efficiently as possible. Therefore, here are top five recruitment strategies you might want to consider in 2018.

1.      Full-timers are not your only option

The first thing you need to keep in mind when hiring is the fact that full-timers are definitely not your only option. When an increased workload seems like a fluke or if it occurs around the season of holidays, hiring more people might result in an excess workforce once the season is over. Instead of hiring people you will have to fire later on, consider hiring freelancers. Of course, not every industry allows for this. Also, make a clear difference between your full-timers and temporary employees in your long-term strategy, not in the way in which you treat them while in your employ.

2.      Chase passive candidates

Introverted people usually have a difficult time during interviews, yet, their performance is in no way inferior to that of extroverts. In fact, some even go as far as to claim that introverts make better employees, due to the fact that they are less distracted by short-term goals and are more organized. Sure, this rule doesn’t apply to every single position (an introvert salesperson may not be a good idea) but one thing is clear – you need both introverts and extroverts. Seeing as how they are less likely to shine during an interview, you might want to tailor your interview methods in order to chase passive candidates and help them reveal their true value.

3.      Improve your application process

Even though IT literacy is huge in 2018, there’s really no need to complicate your application process. Furthermore, a user-friendlier process will attract a larger talent pool. For instance, you could implement a mobile-friendly application process and even have some human resource templates prepared in advance, so that you can bring people in as soon as you find someone that fits the profile.

4.      Don’t presume that the pressure is only on them

It is a common belief that during an interview or hiring process in general, the hiring company is the one pulling all the strings, holding all the leverage. In truth, this is not necessarily so. Best job applicants, those with a great resume, a lot of work experience and great interview skills have many options and they are well aware of them. Therefore, you need to persuade them that the job is worthy of them and not the other way around. The best way to achieve this is to treat them as you would your best customers and make sure your workplace is a stimulating work environment.


5.      Take employee referrals seriously

Finally, sometimes, people in your employ will know a person who would be ideal for a certain job. Sure, some may see something akin to favoritism here, yet, it needn’t be so. It might be someone from their college days or someone from their previous workplace. In other words, they might be able to offer a guarantee of that person’s skill and dedication to the industry.


At the end of the day, your company is only as strong as its weakest link. Luckily, through your hiring, coaching and organization, you get to decide just how strong that link actually is. So, with these recruitment strategies, you can count on a more consistent hiring rate success for your company.

Dan Radak is a marketing professional with eleven years of experience. He is a coauthor on several websites and regular contributor to BizzMark Blog. Currently, he is working with a number of companies in the field of digital marketing, closely collaborating with a couple of e-commerce companies.
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