Top 7 Best Recruitment Strategies For 2021

proper recruitment strategies attract the best candidates

Recruitment strategies play a vital role in the success of your organization. 28% of workers say they’ve left a job in the first 90 days due to poor onboarding, unclear expectations and goals, and cessation of training after onboarding. What’s more, each open position costs an average of $500 per day. Needless to say, it’s critical to implement recruitment strategies to attract and retain talent.

Here we’ll discuss the top 7 hiring strategies you can implement today for a better recruitment process tomorrow. 

Spiff Up That Career Page

A common place job seekers visit before applying to your company is your site’s career page. This can make or break a prospect’s decision to apply, so this page must be top-notch.

Make evident what culture is like at your company. Doing so can include statistics on diversity within the company, awards you’ve won, what your values are, and ways you’re supporting employees, such as paid vacation employee development, and more.

You can also add employee testimonials or chatbots to your careers page as part of your recruitment process. The KAI chatbot is one system you can use if you’re in finance.

Improve Employer Brand

Across the globe, 72% of leaders in recruitment note that employer branding significantly impacts hiring.

Although improving your employer brand is arguably the most critical change you could make that underlies all other recruitment strategies, it’s costly and timely to do.

However, employer branding pays off. A solid employer brand reduces cost per hire by 50% while reducing turnover by 28%. 

General Electric (GE) is a prime example of the impact employer branding can have. The company launched TV commercials to help fill developer roles. This television campaign attracted 66% more applicants to the GE site. If TV commercials can help GE hire developers, employer branding can certainly help you!

Here are some strategies to help with employer branding:

  • Be active on social media
    • Show off your company and people (more on that later)
  • Answer negative comments politely and timely
  • Share knowledge and position yourself as an expert
  • Make your work ethic and standards clear in actions, such as employee paid volunteer time or annual corporate donations

Share Culture On Social Media

Across the world, 3.78 billion people, or 48% of the population, use social media every day. Of these people, the average time per day spent on social media is 2.5 hours. It’s therefore likely that potential employees will check out your social media, and it may even encourage them to apply if they weren’t previously thinking about it.

Consider using Instagram as one of your recruitment strategies to attract and retain talent. Here you can feature employees and their journeys, post photos of employee development events, make clear what company values are, and interact with the community via stories.

Answer Candidate FAQs

One of your recruitment strategies can be answering candidate FAQs either on your careers page (highly recommended), on job postings, as part of follow-up emails, or anything in between.

Answering questions is a win-win as it helps reduce the hiring team’s workload. If candidates can get their most common questions answered elsewhere, they won’t need to contact your team.

Glossier did a fantastic job with these FAQs. Some questions you can answer as part of your recruitment strategy plan include:

  • Are there internship roles at your company?
  • Do you offer remote positions?
  • How will I know a role has been filled?
  • I don’t meet all the qualifications for a role. Should I bother applying?
  • What does your hiring process look like?
  • How much paid time off do you offer?

Innovate Your Hiring Process

Toggl made some innovative decisions as part of its many recruitment strategies. The company doesn’t use resumes but instead implements hiring tests which are favored by 91% of applicants

As a result of hiring tests, Toggl saw a 50x increase in applications per open role and can automatically shortlist the top 10% of applicants for interviews.

First, think about pain points during your hiring process. What parts are cumbersome on your hiring team, and how do candidates feel about the process? If you aren’t sure, you can send out a short survey to gather feedback.

From there, try new ideas. These can include recruiting from a 100% remote talent pool for college students, contacting potential employees via social media, instituting an employee referral program, and more.

Don’t Neglect Passive Job Searchers

Did you know that passive candidates, or those who aren’t actively on the hunt for a job, make up 73% of candidates? Additionally, it’s estimated that 85% of employees would change jobs if a better opportunity arose.

Source 

While active talent is wonderful, the top candidates leave the job market quickly. Passive job searchers are hidden gems that can be found through referrals, LinkedIn, and anywhere else you can find candidates. 

Remember that these types of candidates won’t be as prepared for the hiring process because, well, they aren’t looking. As part of your recruitment strategies, make it easy for these candidates to apply to decrease the barrier to entry.

Make Your Job Post Accurate

Have you ever heard the stories of companies posting a job requiring more years of experience with a particular technology than that technology has existed? Yikes. The recruitment process is a tricky one, but there’s no room for mistakes such as these.

To avoid looking careless and incompetent, proofread your job post many times. Verify that all information is accurate. Further, you’ll want to clearly describe the expectations for the role and the type of applicant you’re interested in. This can include relevant experience, schooling, and personality traits.

Of course, you want to hire the best talent possible. That doesn’t mean asking for someone with a Master’s and 10+ years of experience while offering an entry-level salary. Accuracy also means knowing the market and what applicants are worth; that’s part of great employer branding.

Conclusion

Now that you understand the importance of top-notch recruitment strategies, it’s time to get started. 
If you’re looking to hire your next executive leader, Jennings Executive can help take the guesswork out of recruiting. With two decades of experience, our team knows how to find and place the best leadership talent at your company. Learn more today!

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Brian Banister

EXECUTIVE RECRUITER

BRIAN BANISTER IS AN EXECUTIVE RECRUITER AT JENNINGS EXECUTIVE SEARCH.

BRIAN HAS A BROAD RANGE OF EXPERIENCE, HAVING WORKED IN STRATEGY & CORPORATE DEVELOPMENT, FINANCIAL PLANNING & ANALYSIS, AND PUBLIC ACCOUNTING ROLES FOR LEADING COMPANIES AND CLIENTS IN THE HOSPITALITY, REAL ESTATE, MANAGEMENT CONSULTING, AND TECHNOLOGY, MEDIA, AND TELECOM (TMT) SECTORS.

HE BEGAN HIS CAREER AT DELOITTE & TOUCHE, WORKING AS A LICENSED CPA. AFTER DELOITTE, BRIAN PIVOTED INTO CORPORATE FINANCE, WHERE HE HELD POSITIONS IN STRATEGY & CORPORATE DEVELOPMENT AT INTERCONTINENTAL HOTELS GROUP (IHG) AND COX COMMUNICATIONS, AS WELL AS AN FP&A ROLE AT BOSTON CONSULTING GROUP (BCG). THESE ROLES ALLOWED BRIAN TO GAIN VALUABLE EXPOSURE IN AREAS LIKE CLIENT SERVICES, STRATEGIC CONSULTING & PLANNING, FINANCIAL ANALYSIS, AND M&A AND INVESTMENT ACTIVITY. HIS BACKGROUND, COMBINED WITH A PASSION FOR BUILDING LONG-TERM, VALUABLE RELATIONSHIPS, HAS LED HIM TO PURSUE A CAREER AS AN EXECUTIVE RECRUITER.

BRIAN’S EDUCATION INCLUDES BOTH A MASTER OF ACCOUNTANCY DEGREE AND A BACHELOR OF BUSINESS ADMINISTRATION IN ACCOUNTING DEGREE FROM THE UNIVERSITY OF GEORGIA.

Lori Shad

EXECUTIVE RECRUITER

DRIVING TRANSFORMATION THROUGH PEOPLE IS OUR MISSION AND LORI’S PASSION AS AN EXECUTIVE RECRUITER WITH JENNINGS EXECUTIVE SEARCH. SHE CONDUCTS THOROUGH RESEARCH ON EACH ROLE AND BUILDS STRONG RELATIONSHIPS WITH CANDIDATES TO HELP CONNECT PROFESSIONALS WITH THEIR NEXT GREAT OPPORTUNITY.

LORI SPENT 22 YEARS AT A FORTUNE 500 INSURANCE COMPANY IN PRODUCT MANAGEMENT, SALES/BUSINESS CONSULTING, AND RECRUITING ROLES. SHE USES THIS EXPERIENCE AS SHE SEARCHES FOR THE BEST TALENT TO HELP DRIVE CLIENT SUCCESS FORWARD. SHE’S FOCUSED ON DELIVERING RESULTS AND GETS THERE THROUGH DISCIPLINED AND TENACIOUS HARD WORK WITH AN EMPATHETIC, COMPASSIONATE, FUN, GENUINE, AND POSITIVE APPROACH. SHE HAS BEEN INSTRUMENTAL IN HELPING CLIENTS ACHIEVE BUSINESS OBJECTIVES THROUGH UNDERSTANDING NEEDS, CREATING INDIVIDUAL, DATA-DRIVEN SOLUTIONS, AND SOLVING PROBLEMS, AS WELL AS POSITIVE RELATIONSHIP BUILDING AND TEAMWORK.

LORI GRADUATED WITH A BACHELOR OF SCIENCE DEGREE FROM THE UNIVERSITY OF GEORGIA.

Justin Graves

EXECUTIVE RECRUITER

JUSTIN GRAVES IS AN ACCOUNT MANAGER AT JENNINGS EXECUTIVE SEARCH.

JUSTIN HAS A VARIETY OF EXPERIENCE WORKING WITHIN PUBLIC AND INDUSTRY ACCOUNTING. HE BEGAN HIS CAREER WITH PATHSTONE FAMILY OFFICE PREPARING TAX RETURNS FOR HIGH NET WORTH INDIVIDUALS AND CORPORATIONS IN THE ATLANTA AREA. IN JANUARY 2015, HE JOINED COHNREZNICK, LLP, A TOP 10 PUBLIC ACCOUNTING FIRM, IN AUDIT & ASSURANCE WORKING PRIMARILY IN THE COMMERCIAL REAL ESTATE AND HOUSING MARKET. PRIOR TO JOINING JENNINGS EXECUTIVE SEARCH, JUSTIN WORKED AT FAST GROWING TECHNOLOGY COMPANY, SS&C TECHNOLOGIES, WHERE HE WORKED IN THE REAL ASSETS DEPARTMENT DOING FUND ADMINISTRATION. JUSTING BRINGS OVER 4 YEARS OF TAX AND INDUSTRY EXPERIENCE.

JUSTIN GRADUATED WITH A BACHELORS OF SCIENCE DEGREE IN ACCOUNTANCY FROM OGLETHORPE UNIVERSITY, MAY 2014, IN ATLANTA, GA.

Justin Jennings

EXECUTIVE RECRUITER

JUSTIN JENNINGS IS AN EXECUTIVE RECRUITER AT JENNINGS EXECUTIVE SEARCH. HE COMES FROM THE HEALTHCARE INDUSTRY WITH 15 YEARS OF MEDICAL SALES EXPERIENCE. HE ATTRIBUTES HIS SUCCESS IN SALES TO LISTENING AND LEARNING FROM HIS CUSTOMERS AND ENJOYS THE PROCESS OF SOLVING PROBLEMS. HE IS SKILLED AT DEVELOPING THE RIGHT ACTION PLAN FOR EACH OF HIS CLIENT’S UNIQUE NEEDS AND COMMITTED TO HELPING THEM CHOOSE THE BEST SOLUTION.

JUSTIN HAS TAKEN HIS SPIRIT AND PASSION FOR SELLING TO THE WORLD OF RECRUITING. HE HAS A GOAL OF SURPASSING HIS CLIENT’S EXPECTATIONS AND ASSISTING THEM WITH TALENT ACQUISITION.

JUSTIN GRADUATED WITH A BACHELOR OF SCIENCE IN MANAGEMENT FROM GEORGIA INSTITUTE OF TECHNOLOGY. WHEN NOT AT WORK, YOU CAN FIND HIM ON HIS MOUNTAIN BIKE, THE GOLF COURSE, OR SKIING OUT WEST IN THE WINTERS.

Chip Locke

PRACTICE LEAD, TECHNOLOGY RECRUITING

CHIP LOCKE IS THE TECHNOLOGY RECRUITING PRACTICE LEAD FOR JENNINGS EXECUTIVE SEARCH.

CHIP BRINGS 15 YEARS’ EXPERIENCE IN TECHNOLOGY AND TECH RECRUITING INCLUDING HANDS-ON WORK AS A SOFTWARE DEVELOPER AND BIG 4 SYSTEMS CONSULTANT. HE IS A TRUSTED CIO ADVISOR WITH EXPERIENCE ACROSS INDUSTRY VERTICALS AND A DEEP UNDERSTANDING OF TECHNOLOGY PLATFORMS AND THE FUNCTIONAL AREAS OF DELIVERY THAT ENABLE BUSINESS OPERATIONS. HIS EXPERIENCE INCLUDES RECRUITING EXECUTIVES AND COLLABORATING WITH THEM FOR THE STRATEGIC PLANNING AND IMPLEMENTATION OF IT ORGANIZATIONS. CHIP TAKES HIS ROLE AS SEARCH PARTNER SERIOUSLY, AND AS A TRUE PARTNER, HOLDS HIMSELF AND HIS TEAMS ULTIMATELY ACCOUNTABLE FOR DELIVERING ON CLIENTS’ HIRING GOALS.

HIS CLIENT SUCCESS STORIES CAN BE FOUND AT COMPANIES RANGING IN SIZE FROM STARTUP TO FORTUNE 500 ACROSS AVIATION, ENERGY, FINANCE, HEALTHCARE, HIGH-TECH, MANUFACTURING, RETAIL AND TELECOMMUNICATIONS.

CHIP GRADUATED FROM THE UNIVERSITY OF GEORGIA WITH A BACHELOR OF BUSINESS ADMINISTRATION DEGREE IN MANAGEMENT INFORMATION SYSTEMS.

Brian Gelfand

PARTNER

BRIAN GELFAND IS A PARTNER AT JENNINGS EXECUTIVE SEARCH.

HE BEGAN HIS CAREER AT DELOITTE & TOUCHE IN AUDIT AND ENTERPRISE RISK SERVICES, WITH A FOCUS ON THE FINANCIAL SERVICES AND REAL ESTATE INDUSTRIES. AT DELOITTE, BRIAN GAINED VALUABLE CORPORATE EXPERIENCE WORKING WITH A MULTI-BILLION DOLLAR PUBLIC MORTGAGE SERVICING CORPORATION, AND A NOT-FOR-PROFIT FOUNDATION WITH OVER $10 BILLION IN ASSETS. BRIAN HAS PASSED ALL FOUR SECTIONS OF THE CPA EXAM ON HIS FIRST ATTEMPT.

BRIAN’S EDUCATION INCLUDES A MASTER OF ACCOUNTANCY FROM KENNESAW STATE UNIVERSITY AND A BACHELOR OF BUSINESS ADMINISTRATION IN ACCOUNTING FROM GEORGIA COLLEGE & STATE UNIVERSITY.

Jon Jennings

FOUNDER / MANAGING PARTNER

JON JENNINGS IS THE FOUNDER AND MANAGING PARTNER OF JENNINGS EXECUTIVE SEARCH. ESTABLISHED IN 2014, HIS VISION WAS TO SHAPE A FIRM ANCHORED IN TRANSPARENCY AND VALUE CREATION. OVER THE YEARS, JON HAS HAD THE DISTINCT OPPORTUNITY TO ENGAGE WITH AND LEARN FROM LEADING INDUSTRY EXECUTIVES, GLEANING INSIGHTS FROM THEIR EXPERIENCES AND COMBINING THIS KNOWLEDGE WITH THOROUGH RESEARCH. THIS HAS EQUIPPED HIM TO OFFER A DEEPER, MORE STRATEGIC PERSPECTIVE ON ORGANIZATIONAL DESIGN AND TALENT IDENTIFICATION.

FROM INITIALLY SPECIALIZING IN FINANCE, JON DOVE INTO PRICING AND EVENTUALLY INTO MORE BROAD COMMERCIAL STRATEGY. BY 2017, HE RECOGNIZED THAT EFFECTIVE PRICING STRATEGY HARMONIOUSLY MERGES FINANCE, PRODUCT, MARKETING, AND SALES. HE DISCERNED THAT PRICING, WITH ITS INTRICATE MIX OF ART AND SCIENCE, HAS THE TRANSFORMATIVE POWER TO IMPACT NOT ONLY PROFITS BUT ALSO MARKET DYNAMICS AND AN ORGANIZATION’S OVERALL IDENTITY. TODAY, JON, TOGETHER WITH HIS EXPERIENCED TEAM OF EX-CONSULTANTS, COLLABORATES WITH PREMIER CONSULTING FIRMS TO ENHANCE THEIR PRACTICES. SIMULTANEOUSLY, HE ASSISTS PRIVATE EQUITY GROUPS AND THEIR PORTFOLIO COMPANIES IN REFINING AND FORTIFYING THEIR COMMERCIAL AND FINANCIAL STRATEGIC OPERATIONS.

THE CULMINATION OF THESE EFFORTS IS A BOUTIQUE FIRM THAT INC.COM CELEBRATED AS ONE OF THE COUNTRY’S FASTEST-GROWING COMPANIES. BETWEEN 2019 AND 2022, THE COMPANY WITNESSED A STAGGERING GROWTH RATE OF NEARLY 600%.