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4 Recruiting Strategies Smart Firms are Using to Reel In Talent

HCM
Article
04/03/2015

Companies across diverse industries are facing increased competition for leading candidates. As a result, HR personnel need to be innovative in how they source and attract talent. Here's a look at four strategies that smart firms are using to better recruit star performers.

1. Integrated Applicant-Tracking Systems

Companies are finding their recruiting needs are increasing, as is the competition for top talent. As a result, a systematic process that helps define job requirements, promote available positions, source candidates, screen applicants, and can assist in making successful hires is required. An integrated human capital management system that includes a customized applicant-tracking solution is essential. Applicant-tracking systems streamline the process for applicants and hiring managers alike; candidates can easily submit all their materials online, and hiring managers and HR personnel can access all the information they need from a single interface.

 2. Social Media and Mobile Recruiting

Social media platforms and mobile devices are quickly becoming pervasive tools for HR to advertise positions and source applicants. Candidates are increasingly looking for jobs online and demanding the ability to browse job postings and apply for positions from their mobile devices. Smart companies accommodate this trend by making sure their applicant-tracking system is optimized for mobile access. Following another cultural trend, savvy recruiters are using social media to promote open positions and look for qualified candidates that may not officially be on the market — getting a head start over competitors.

 3. Integrated Employee Background Screening

Hiring new staff is an expensive and time-consuming process, so smart companies are taking steps to increase their chances for getting it right by incorporating background screening into their hiring process. Not only does this potentially help improve employee retention, but it may help minimize the risk of issues like employee theft, compliance violations, and underqualified staff being hired for key positions. Background screenings may include verifying the details on applications and resumes, checking references, running the candidate's name against federal and state databases, and conducting drug testing.

 4. Employee Referral and Boomerang Hire Programs

Midsize and large companies have two assets that shouldn't be overlooked during the hire process: a large base of existing employees and a substantial pool of former employees. Existing employees understand the company and the industry and know what it takes to succeed in specific roles, so keen HR managers are leveraging this insight by offering cash bonuses for successful referrals that are hired and stay on for a certain amount of time. “Boomerang hires” are another source of successful recruiting for larger companies. These individuals were employed by the company at one time and left; enticing them back may in some cases yield a double benefit of someone who understands your firm, while also bringing a fresh perspective from their most recent position.

 

This website contains articles posted for informational and educational value. Paychex is not responsible for information contained within any of these materials. Any opinions expressed within materials are not necessarily the opinion of, or supported by, Paychex. The information in these materials should not be considered legal or accounting advice, and it should not substitute for legal, accounting, and other professional advice where the facts and circumstances warrant.
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