How to Change Your Recruiting Strategy to Attract Talented Workforce?

When there’s a significant shift in the economy, the way people in the workforce think and feel about their job is also subject to significant changes. With a booming economy and far less competition, the employee selection process can be a lot more complicated than it already was. Who is to blame? Old school selection processes for sure. If talent acquisition is getting more onerous for your organization, it’s time to change your recruiting strategy. When job seekers set out to find their ‘ideal workplace, they are looking for a place where they can fit in easily, find inspiration, gain knowledge, and grow in their career. But any candidate will tell you that finding the right job is no cakewalk.

 On the flip side, employers are looking for stellar candidates to add to their workforce in a bid to replenish their pool of talent that’s slowly dried up. Between dealing with the hindered growth of the company and the whole employee selection process, – looking for the right skilled labor, browsing through hundreds of resumes and countless interviews – there’s a lot of waiting involved. If you’re an HR professional looking to break free from this cycle, you need to change your recruiting strategy and switch to better, effective employee selection methods.

If recruitment assessment methods being used are sound, chasing good leads and ultimately making the selection of the right employees is much more easy. But the first step always has to be coming up with a model that matches current and recent trends in recruitment. Let’s look at some essential points that will help organizations reboot their recruitment strategies to attract talented candidates.

You might also be interested to read: Talent Acquisition – Ways to Diminish Pressure and Refine the Process of Finding Skilled Labor

Building an effective recruitment strategy

Firstly, for any recruitment and employee selection method to be successful, it needs to continuously monitored. A sound tracking system that will help you to control each aspect of your applicants’ recruitment process is a must. If you can track how long it took you to hire or close a particular position, you will be able to judge the efficiency/flaws in your process. Next comes the various platforms where you source your prospective candidates from. Make a list of the job portals that you use and try to keep track of where you find the most applicants from.

Once you have a good number of applicants, you can start your recruitment and selection process and put your hiring metrics into practice. Screening applications, interviewing candidates and closing the position might require different amounts of time for different companies depending on their respective recruiting strategies. It’s best to remember that nowadays the job market is a candidate-driven market, so job seekers have far more power in the whole shebang and are much more confident in themselves.

Measuring your recruitment strategy

The prime deciding factor on whether there is a need to change your recruiting strategy is to figure out whether your current one cuts it. This can be done by measuring the impact of your current strategy. The questions you need to ask are how long does it take for you to fill in a position, and how well does your newly hired candidate perform as compared to your older employees. Productivity levels and general contribution must also be measured to determine whether your employee selection model is efficient or not. Once a decent understanding is gained, you can then move on to figuring out how to change your recruiting strategy.

Fine-tuning the process of employee selection

As per recent trends in recruitment, the majority of the job seekers are Millennials, and they can be pretty selective about picking a job. In today’s day and age, talent chooses you, instead of it being the other way around. So, having an outstanding recruitment strategy will give you an edge above the rest. A few simple adjustments to your current process can help make a big difference. For starters, collect as much feedback from your existing employees and newly hired ones to understand what works and what doesn’t. Keep it anonymous so you will likely get more suggestions. Also think about your overall job application process, whether it is lengthy or has too many pre-requisites etc. Precise job descriptions also make a massive difference as it makes the first impression on any job seeker and thus can be a deciding factor as to whether or not to apply.

Finally, get creative with your hiring channels. Make the most of social media and don’t shy away from approaching consultants to help you with tricky positions. Remember, employee selection can be difficult, but if you have a well-thought-out process at your disposal, it can help you to build a high standard for your company’s recruitment profile.


  • ‘How to Change Your Recruiting Strategy’, Matt D’Angelo
  • ‘4 Hiring Metrics That Will Make A Difference This Year’, Jeff Furst
  • ‘How Do You Develop A Recruitment Strategy’, Better team

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