01/03/2018  //  By deanna kane  //  Professional recruiting

Is your team looking to recruit and hire top-notch employees? Is your budget tight and job requisition list a mile long? We have rounded up the top low or no-cost options to ensure the best talent looks at your company before the competition. This recruiting checklist will help you re-focus your recruitment marketing efforts, improve your company’s candidate experience and make top talent actively pursue your brand.

Talent Pipeline

Re-engage Passive Candidates

Your next great hire may have already applied to your company. Mine your existing talent pipeline to re-engage with candidates who are still a good fit, and remove anyone who is no longer viable. Eliminate those with outdated contact information or who indicated they aren’t interested in your company. If you don’t yet have a talent community to mine, review past LinkedIn messages, emails or job board portals you have previously used to post open positions. Also, consider re-engaging the database of candidates who were a great culture fit, but may not have been a perfect match for the position they interviewed for originally. Many probably found roles outside your organization and are now strong passive candidates who aren’t necessarily looking for a new job, but if their career status changes, a re-engagement campaign makes sure that your company is top of mind.

Recruiting checklist pro tip: Develop a re-engagement plan that will keep your company top of mind. Send monthly emails that include new position postings, company updates, philanthropic participation, job fairs or industry events you are hosting, as well as calls to join your social media communities. Consider adopting a talent community to improve this process in the future.

Update Your Internship Program

Consider your internship program a launch pad for your company’s next generation of talent. Task interns with real projects that will generate results. When interns begin, review their specific goals and create a tactical plan to accomplish those goals. Avoid simply handing off interns to their hiring managers at the start of their internship. Make it a point to have members of your team check-in regularly during the duration of internship, to ensure interns are receiving the guidance they need.

Recruiting checklist pro tip: Make exit interviews a standard part of your intern program. Just as you conduct exit interviews with full-time employees, gather feedback on every intern’s experience with your company and their interest in returning in a full-time capacity. Start benchmarking and compiling data points each year to mark successes and determine which improvements should be made.

Recruitment Branding

Create Alternative Job Descriptions

Supplement tried and true job postings with a non-traditional alternative, such as video job descriptions. In addition to a traditional written post, film the hiring manager explaining the role, speaking to a brief background of the company, a description of the job and any required technical skills. For best results, put the video on a landing page that also includes a written list of requirements for the role and a button to apply to the position. Post the videos on social media to reach a broader group – specifically those candidates early on in their careers, and incentivize current employees to share the videos with their networks.

Recruiting checklist pro tip: Inexpensively create your video job descriptions by using the camera on your computer. To ensure the video looks professional, have the hiring manager sit facing a window that lets in natural light and set up the camera in front of them at eye level. Give consideration to the backdrop you choose. A solid background behind the hiring manager will make the video look sleek and simple; a bustling office backdrop will give potential applicants a peek into your company culture. Work with the hiring manager to create a script and practice it several times before shooting the video. If the hiring manager is unable to memorize the script, secure a printout directly above the camera so he or she can read the lines while filming.

Eliminate Spreadsheets

Use mobile recruiting apps to eliminate paper resume exchanges and emailing spreadsheets with candidate data. Free tools like Google Docs, Evernote and Dropbox can facilitate the sharing of group spreadsheets, manage to-do lists, reduce duplicate files and help with calendar collaboration. You could also use an all-in-one recruitment marketing and operations solution like a Talent Relationship Management (TRM) system to cut down on multiple systems. A TRM integrates with various recruitment tools to access all candidate information in one central location.

Recruiting checklist pro tip: Audit candidate information every quarter to make sure data isn’t living in multiple places and you’re not losing valuable candidate notes. Reviewing this information can also help you re-discover excellent candidates you spoke with in the past, but didn’t have an open position at the time.

Transition to Video Interviews for First-Round

Do you spend more time coordinating candidate schedules and less time interviewing potential hires? Eliminate first-round, in-person interviews in exchange for video interviews to avoid getting delayed by travel schedules. If you currently conduct first-round interviews over the phone, switching to video will make the interviews feel more personal without adding additional time to the process. To make the interview process even more efficient, provide candidates with the option to self-schedule, using pre-recorded interview questions, to remove yourself from the scheduling process.

Recruiting checklist pro tip: Review the interview process quarterly, to make sure your interview checklist is efficient. With every step that slows you down, you risk losing top talent.


Improve Hiring Processes

Rethink How To Manage The Hiring Managers

Assess how you collaborate with hiring managers on a regular basis. Are you conducting unnecessary meetings, is your communication process inefficient, or is it a challenge to get candidate feedback? Replace time-consuming processes with a solution such as evaluation management software, to collect interviewer feedback in near real-time. Compiling interviewer feedback immediately following the interview will ensure candidate feedback is the most accurate, as the conversation will be top of mind for the interviewers. Implementing evaluation management software will also allow your team to focus less on following up with the hiring team, and focus more on keeping candidates engaged throughout the process and sourcing new candidates for future roles.

Recruiting checklist pro tip: Conduct quarterly meetings with designated department representatives or key stakeholders to make sure your process is working. Continue to improve and update how you’re working together to ensure processes are efficient.

Learn From Internal Teams

One of the best ways to shift your team’s hiring approach is to walk a few departments over — to your organization’s client success team and observe the way they handle situations with current clients. Notice how the client success team interacts with customers and mirror that same approach when interacting with candidates. Treat candidates the way you would treat your customers to build better relationships and make your company even more desirable to top talent.

Recruiting checklist pro tip: Meet with the client success group to learn how and implement a way to measure the candidate experience. Understand how potential hires view your company and how to continue to improve your client engagement strategy.


Measure Results

Implement Surveys

Create opportunities for candidates to provide feedback on their experience applying to and interviewing with your company. Create a brief, anonymous survey to send at the end of the interview process. This allows candidates to be candid with their feedback, and allows talent acquisition teams to continually enhance the recruiting experience. Use free tools like Google Forms or SurveyMonkey to create a survey that captures candidate feedback. Review the collected responses as you update your recruiting processes and notice how the candidate answers change over time.

Recruiting checklist pro tip: Circulate a quarterly report with the summarized data to keep stakeholders informed on candidates’ experiences. Use this data to continually evolve and improve your candidate experience.

For maximum recruiting success, revisit this checklist throughout the year. If you notice that you start to revert back to old habits slow down the hiring process, review the tips and re-adjust your processes to ensure that your talent acquisition team is running efficiently.

Fine-tune your candidate experience strategy in 2018. Download The Ultimate Candidate Experience Guide to provide the best experience at every point of the hiring process. 

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