Leverage your existing staff networks

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Have you taken full advantage of all the potential hires (or clients) that your employees have within their networks? Using social sharing tools like Buffer, recruiting teams can now easily hook up all of their staff’s social networks to share industry insights, employer branding messages and company updates. The reach that can be achieved if you get this right is extensive. The keys are to be consistent in your sharing of content – and to make sure the majority of your updates are informative or insightful for your target audience, rather than purely promotional. Get this right and you will find people engaging with your company’s updates, resharing them with their networks, driving up awareness of your recruiting brand and attracting candidates to your business.


Track key metrics to transform your results
What performance data would have the greatest impact in helping your business to improve its attraction and hiring approaches? Some things you might want to start measuring more comprehensively (and then acting on accordingly) would include:

Cost per hire. Over time are you becoming more or less effective at attracting belize whatsapp phone number hires on budget? Plus what cost per hire can you assign to your various recruiting channels – and where might you therefore want to designate more of your recruiting budget?

Shortlist candidates generated per £ / $ / € of spend on each advertising channel you use (focus your spend on those channels producing the greatest return)

Applicants generated per job ad view (who writes the most effective job adverts in your business, or what style of job posting is generating the best conversions from views to applicants?)

Shortlist candidates per hire (how effectively are you screening candidates, to ensure your time is invested with those candidates most likely to be made offers – and freed up to work on other campaigns?)

Candidate drop-out rates and Acceptance rates – what proportion of shortlist candidates drop out of your process after being invited to interview? Or decline an offer once it’s been made? (do you have a problem with candidate experience, or is your offer just not competitive in today’s market?)