1. Recruiting Strategies
2. Be a Teacher
3. Be an Advisor
4. Great Applicants are Like Great Customers - Treat them Well
5. Understand the Cost/Benefit of a New Employee Before You Hire
6. Not Ready to Hire? It Might Be Time for a Freelancer
7. Hire Employees that Thrive at Each Stage of a Startup
8. Strengthen Your Employer Brand With Content Marketing
9. Unlock The Power of Employee Referrals
10. Top Off Your Talent Pool with Rehires
11. Multi-thread Your Hiring Campaigns

Recruiting Strategies

Recruiting strategies help recruit employees for businesses. Being a recruiter is sometimes an unenviable position. It's one that gets caught between the candidate and hiring managers, trying to temper the expectations of both sides. Working in this position can sometimes feel like there's no winning as both parties want to blame the recruiter for what they perceive as a failure to perform even though you're trying to help them both.

Be a Teacher

If you find that you're being stuck with irrational demands about the market value of a position, it means you have the knowledge to understand those demands. Teach your customers on both sides about their salary expectations and what they really should be. Get permission from either side to discuss certain details while not giving away information supplied in confidence. It puts you in a better position to educate each party about what they should expect.

Be an Advisor

Teaching is just one aspect of the recruitment strategy, but it's not the only one. A recruiter also acts as an advisor to hiring managers that are out of touch with the current employment market trends. They only deal with hiring when there's a need and tend to get overwhelmed. Hiring managers turn to the recruiter to make their own job easier and rely on the information that a recruiter can supply about candidates and what's going on in the market.

If it doesn't seem as if you're being listened to, act as an advisor by offering information at appropriate times. Be up front and honest about what you know and what you don't know. It teaches a hiring manager that they can come to you for a particular kind of candidate as well as knowledge about what's going on in the job markets. You can also do this with your candidates by advising them on similar information.

Great Applicants are Like Great Customers - Treat them Well

CEOs who are doing the recruiting need to at least be cordial with applicants that feel like they'd be a good fit for the organization. It's essential to get a sense of the person that's in front of you as that new hire can make or break your project. While it's not always possible to avoid a bad hire, you can reduce the risk by learning more about the applicant during the hiring process and not being adversarial with them from the start. Building a good rapport before and after hiring opens up a line of communication that can be invaluable during a time of crisis later. And it makes the potential hire good about coming to work for the organization.

Understand the Cost/Benefit of a New Employee Before You Hire

It's important to understand the cost and benefits of hiring a new employee are before taking the steps to hire. Employee acquisition is not free by any means and you want to make sure the candidate is worth the cost. Some of these costs include:

  • Recruiting costs
  • Taxes
  • Salary
  • Benefits
  • Equipment
  • Office space
  • Training
  • Onboarding

It might be wise to calculate the return on investment of the hire using these metrics and any others that are of importance. ROI on employees in the top third of their performance is 15 percent more than average, but it's not a guarantee. And if someone is insisting on recruiting top talent, they need to acknowledge that they have to pay more money for recruiting and the final salary. Top talent comes at a price for a reason.

Not Ready to Hire? It Might Be Time for a Freelancer

If people are complaining about the cost of hiring an employee, it might be time for a freelancer. Freelancers work just as hard as a traditional employee but come with a lower cost of acquisition. They require training and onboarding but aren't guaranteed a permanent position or benefits. Both parties can walk away from each other in the event things don't work out and there's little fallout in the form of a severance package or unemployment. But if the employee works out well, the company can exercise the option to hire them on as a full-time employee.

Hire Employees that Thrive at Each Stage of a Startup

Startups need people who have the ability to adapt to change quickly without a lot of oversight or management. Employees who can learn new tasks on top of this are invaluable to the operation. They help move the company forward during a time of growth and change and add their strengths into the mix. To this end, it's a good idea to seek out the kind of people who have previously worked in a similar environment and are familiar with the challenges it brings. Avoid looking for someone who has been in a corporate environment for the last few years and doing the same task is an employee who doesn't have the mindset to keep up with the challenges of an ever-changing workplace.

Strengthen Your Employer Brand With Content Marketing

Employees are always on the look for their dream job. They want to work at places they identify as being a place to work where they get challenged and are part of something that fits their outlook on life. Content marketing helps build the company brand into a business talent wants to work for. It's far more exciting for someone to say they work for the well-known company that everyone comes across in social media and content sites as opposed to a slow-moving, backward looking business that almost no one has heard about.

Unlock The Power of Employee Referrals

When the current group of employees are happy at their jobs, they're going to talk about it with their friends. And some of those employees have friends that would make a good fit within the business. Creating an employee referral program for new hires is an avenue that helps your company gain more talent that fits within the corporate culture and reduces the need to go outside of the company to find new employees. It also encourages your current employees to stay in place as they get to work with their friends on a daily basis which in turn creates a more pleasant office environment.

Top Off Your Talent Pool with Rehires

Sometimes employees leave under neutral or positive circumstances. They didn't burn their bridge when they left and there exists an opportunity to hire them back. Contact them to find out if they're interested in returning to the company even if they have been gone for a while. That employee may not be happy with their current workplace and wouldn't mind coming back to their old position as long as there's an incentive for them to return.

Multi-thread Your Hiring Campaigns

Utilize as many different avenues to find potential employees. Use referrals, job sites, Linkedin, and even social media to advertise the fact that the company is hiring. Reaching more people with job openings creates a larger pool of candidates to select from. That gives the hiring managers the opportunity to create a broad knowledge base from the people that come to apply, something that can ultimately benefit the company.

If you need help with recruiting strategies you can post your legal need on UpCounsel's marketplace. UpCounsel accepts only the top 5 percent of lawyers to its site. Lawyers on UpCounsel come from law schools such as Harvard Law and Yale Law and average 14 years of legal experience, including work with or on behalf of companies like Google, Menlo Ventures, and Airbnb.