From Good to Great: Top Recruitment Strategies to Level Up Your Talent Game

Seeking to expand your reach, attract quality talents, and make the most out of your recruiting efforts? Explore the below recruitment strategies for 2024.
Wendy Ng
Wendy Ng
Content Lead for Recruitment & Recruitment Technologies, FlexOS
A Recruitment Tool Content Lead with a devotion to people-centric practices and a passion to help people make hiring better and more enjoyable through insightful, research-driven guides.
May 21, 2024
min read

It’s 2024 now! You need a refreshing approach to recruitment to attract and hire the best talent and make your human resources team's job no longer dull.

The talent acquisition landscape continues to reshape, driven by advances in recruitment technology, shifting recruitment trends, and an increasing focus on candidate experience.

As someone who spends all my energy and countless hours in this field, let me help you round up which recruitment strategies will have the most impact in the coming years. I will also provide actionable insights and tools that help you lead and innovate your recruitment efforts.

1. Have Your Value Proposition Ready

You may want to start with a strong employer value proposition (EVP) to position yourself as an attractive employer and differentiate yourself in the competitive and noisy job market.

As Peter F. Drucker famously said:

"Making a living is no longer enough. Work also has to make a life.” - Peter. F. Drucker

Companies with superior employee value propositions have a compelling answer to the question, 'Why would a talented person want to work here?' 

Given you offer very competitive compensation and benefits for the position, what comes next in "Maslow's hierarchy" at work that speaks to the diverse motivations of top talent?

Amy Edmondson of Harvard states

“Companies’ [EVP] should focus on what workers need to thrive over the long term, balancing material offerings with opportunities to grow, connection and community, and meaning and purpose.” - Amy Edmondson, HBR
Airbnb EVP
Airbnb, one of the leading remote-first companies, and its EVP.

Josh Levin, a company culture strategist and bestselling author, suggests the 5P’s framework (Package, Potential, People, Purpose, and Pedigree) for developing your EVP from the bottom from within. He shared in the interview with us:

“By creating a tool like an employer value proposition, you’re building out a culture platform when you’re articulating your values, which are guidance. [...] Values are how you do your work, rewarding that work, and rewarding how we’re going to help people make better decisions. We're going to hire the smartest people, but then we have to give them the ability to go. Oh, this is how I make a good decision. Oh, this is what success looks like at that company.”

Once you have your proposition statement in place, it’s easier to expand further on more recruitment strategies, such as presenting it online, reinforcing it across many touch points, and turning your happy employees into a quality source of candidates—which I will discuss further below.

2. Rethink Your Recruitment Materials

The way you craft your recruitment materials and deliver job ads can also impact your ability to attract the right candidates. As Dr. Neil Morelli, an industrial-organizational psychologist, highlights it:

“High-quality job descriptions help attract candidates aligned with a company's mission, values and culture. High-quality job descriptions also help teams stay rooted in skills-based hiring decisions by focusing on the skills that predict success in the role, not on arbitrary standards and proxy qualifications (e.g., education, experience) that have low predictive value.” - Neil Morelli

Antonio Nieto-Rodriguez, a renowned strategy and culture change expert, advocates moving away from traditional rigid job descriptions toward more flexible profiles focused on outcomes, skills, and team collaboration. This mirrors how work itself is rapidly evolving to be more project-based and skills-oriented.

It’s worth noting that job descriptions do not necessarily mean your job postings and job advertisements. Recruiting expert Katrina Kibben captures the key differences:

From the well-defined job descriptions, your recruitment teams can 

  • announce job openings on your career site or board to “help candidates understand any deal breaker information and ultimately answer two key questions: Do I want to do this job? Can I do this job?” 
  • and promote opening roles through inventive formats to pique interests and direct potential candidates to your job postings.

Choosing language that reflects your company’s DNA is equally important, as it attracts candidates who resonate with your core values. It doesn't make sense if your team is fun and energetic, but your candidates perceive the opposite because your job ads tell them so.

Companies getting creative with non-traditional formats are also finding success. For example, Buffer's TikTok-style video ad for a Growth Product Manager role generated over 3,000 applications.

@bufferapp We’re hiring a Growth Product Manager! Apply now at #buffer #techjob #productmanager #hiring #4dayworkweek #remotejob #remotework ♬ Canyons - Official Sound Studio

3. Embrace a Multi-Platform Recruitment Strategy

Sorry to caption obvious, but the more visible you are to talent on the platforms they are on, the more likely you are to attract them. 

Adopting a multi-platform recruitment strategy is essential for tapping into diverse talent pools and enhancing your organization’s visibility among potential candidates.

This doesn’t mean that you have to be on every recruiting medium available but choose wisely where your candidate segments typically are and present appealing opportunities to them multiple times.

Don’t forget to measure sourcing channel effectiveness and optimize it over time.

Sourcing channel ROI
Gem’s Source Channel ROI Calculator

4. Optimize Company Career Pages

Career site examples
How companies are designing their career pages.

Your company’s career page is often the first ‘official’ point of contact between your organization and potential candidates.

It’s where you have total control over the look and feel of your employer brand, as well as all the tactics to boost job discovery and encourage applications.

Surveys prove that candidates are more likely to apply for a job if the employer actively manages its brand, including the presentation of the careers page.

Crafting a compelling narrative from your EVP to help candidates feel connected with your company beyond just work, and making their journey to 'joining the team' frictionless through easy job search, personalized job recommendations, or even an AI recruiting chatbot.

Luckily, many modern recruiting software (in the category of recruitment CRM) like Gem, Phenom, and others offer user-friendly, no-code tools to build and optimize your career sites for better job discovery and candidate engagement.

5. Utilize Social Media for Employer Branding

Social media offers a rich opportunity to communicate your company culture, unique selling proposition, and future aspirations in a friendly and engaging manner.

Take Buffer, for example. They have a Twitter list for candidates to follow the whole team and get to know their work experience and culture through team members’ daily tweets.

Buffer's twitter for employer branding

Make sure you explore these tactics to improve your employer branding on social media:

  • Feature Employee Stories and Testimonials: Let your employees share their experiences and insights into life at your company.
  • Highlight Office Environment and Perks: Use photos and videos to enliven your workplace culture and the benefits you offer.
  • Engage with Content: Participate in discussions, share industry insights, and post thought leadership content to attract candidates interested in your sector.
  • Use Relevant Hashtags and Keywords: Increase the visibility of your job postings and employer brand content by incorporating relevant hashtags and keywords.

Your leadership team's social channels impact, too! According to Brunswick’s 2022 Connected Leadership Report, 82% of employees will research a CEO’s online presence when considering joining a company.

6. Unlock Your Existing Workforce 

internal hiring

WSJ Best-Selling Author Edie Goldberg shares in the interview with us:

“I think that we have a great opportunity to tap into the energy and enthusiasm of our employees to help them learn and grow by allowing people to work on different teams with different people. We simply learn and grow when we work with people who work differently from us. The idea of doing project-based assignments within a company or small internal gigs—what I call it—provides an opportunity where employees can work.” - Edie Goldberg, WSJ Best-Selling Author

Sometimes, the best candidates for new or emerging roles are already part of your organization. Your current employees understand your company's culture and values intimately, making them well-positioned to transition into different positions seamlessly.

Upskilling and reskilling will have more impact in the recruitment field in the coming years, as 40% of professional pros in LinkedIn’s 2024 survey agreed.

By providing training programs, you empower employees to acquire new skills, uncover hidden talents, and adapt to evolving job requirements. This not only prepares them for new opportunities but also enhances their job satisfaction and loyalty, as they feel valued and supported in their career progression.

Promoting internal mobility also reduces the costs and resources associated with external recruitment. Your existing employees are already familiar with your processes and systems, minimizing the need for extensive onboarding and training.

AI-enabled software like Beamery and Eightfold AI does well in identifying skills gaps within your teams, matching talents with the right opportunities, and improving your workforce planning. Otherwise, explore talent marketplace solutions like Talent Optimization in Workday HRIS or GoFIGR to improve your internal mobility strategy strategically.

7. Explore Niche Job Boards

Legacy job boards are advantageous for broad exposure and accessing a diverse talent pool. However, niche job boards offer a unique edge that general job boards can't match: the opportunity to connect directly with candidates who possess specialized skills and interests relevant to your industry.

Some key benefits of these curated platforms are:

  • Targeted Access to Qualified Candidates: Niche job boards provide access to a pool of candidates with the precise expertise and qualifications required for your open roles.
  • Enhanced Employer Branding within the Industry: By utilizing niche boards, you position your organization as an industry leader and attract candidates who are specifically interested in your sector.
  • Talent Landscape Insights: By monitoring the job postings of competitors and staying updated on the latest news and discussions, recruiters can gain valuable insights into the target talent pool and market demands.
  • Cost-Effectiveness: Compared to general job boards, niche platforms often result in more tailored responses, saving time and resources in the recruitment process.

The difference in the quality of applications can be profound. For instance, GitHub Jobs, known for its focus on developers, attracts highly skilled tech professionals by seamlessly integrating job listings with the platform's existing user base. Similarly, Behance curates job listings alongside creative portfolios, enabling employers to connect with candidates possessing specific creative talents.

If you're seeking candidates with niche expertise or looking to enhance your employer brand within a particular industry, consider exploring curated job boards tailored to your needs. The targeted approach can significantly elevate the caliber of applicants and streamline your recruitment efforts.

remote niche job board
Example of a job board with the remote niche.

8. Consider an Employee Referral Program

Connecting talents through employees' networks works because happy employees naturally pass their positive experiences on to their networks, and they can help prioritize candidates who would fit well for both the role and the company culture. Employee referrals provide a valuable pipeline of candidates aligned with your organization's values and needs.

Numerous surveys indicate that employee referrals result in higher application-to-hire ratios and reduced time-to-hire compared to alternative sourcing methods. If you have a team that is proud of the culture and work environment you've built together, it's a wise move to tap into their networks as a source of qualified talent.

To encourage your team to become true brand advocates and actively involved, you may need to establish clear guidelines, effectively communicate the program, and think about some incentives to reward their support.

Top recruiting software also has built-in features to help you manage the logistics of your employee referral campaigns, such as those in Lever (ATS) and Workable (CRM).

employee referral portal
Workable’s referral portal.

9. Enhance Candidate Experience

enhance candidate experience

Candidate experience ties closely to your application completion rates and the overall recruitment success more than you think! When candidates have a seamless and comfortable experience, they are more likely to complete the application process and view your company favorably, especially when they have to decide between two offers. 

Sadly, many companies fail to keep candidates through the pipelines as a staggering 92% of job seekers who start an application with a company never finish it, according to a study by AppCast. This high drop-off ate is often due to several factors, according to experts:

  • Complex application processes
  • Excessive number of clicks and steps
  • Redundant questions
  • Logistical barriers, such as needing to set up an account and re-login
  • Inconsistent branding that makes candidates feel they are being redirected to a different site

To enhance your recruitment efforts, focus on optimizing the application process. Treat candidates like customers, ensuring the process is frictionless and engaging from start to finish. 

To make the application journeys more effective and enjoyable, you may want to simplify forms, eliminate unnecessary parts, ensure timely and continuous communication, offer a mobile-optimized experience, and more.

10. Tap into Past and Passive Candidates

past and passive candidates

Passive candidates are highly skilled and experienced professionals who, while not actively seeking new jobs, are open to opportunities that align with their passion, vision, and values. They are especially useful for hard-to-fill roles, where you can identify top profiles in your network and extend personalized invitations.

Your talent pipeline should also include past candidates who interviewed for previous roles at your company but weren't selected. These "silver medalists" are already familiar with your company and have shown interest in working with you, making them great prospects to re-engage when suitable positions arise.

To effectively activate both passive and past candidates:

  1. Build Talent Networks - Maintain databases of prospective talents, including their skills, experiences, and any previous interview feedback. This provides a ready pool to market to.
  2. Provide Value First - Share insightful company/industry content and updates through channels like newsletters, LinkedIn, and employee alumni groups. This nurtures relationships by providing value upfront.
  3. Personalize Outreach - When new positions open, identify qualified passive/past candidates and personally explain why the role could be a strong career fit for their backgrounds.
  4. Give Constructive Feedback - For past candidates, explain what strengths impressed and areas for professional growth. This feedback nurtures their development.
  5. Use Employee Referrals - Incentivize your team to refer respected former colleagues who may be open to making a move.

11. Conduct Better Interviews

engaging interviews

Conducting better interviews is essential for a positive candidate experience and effective decision-making. Find ways to make interviews more engaging and personal when you have interactions. Set candidates at ease by clearly communicating what to expect throughout the interview process and next steps.

For those not making your final choices, offer constructive feedback - 95% of talents desire this, but sadly, 41% report never receiving it. Honest guidance on strengths and areas for improvement can turn a rejection into a positive learning experience. This nurtures relationships, making it easier to potentially re-engage star prospects for future openings.

You may need a reliable virtual meeting platform to ensure a smooth and engaging interview calls, as long as your team aligned on responsibilities, candidates’ profiles, interviewing guide, and benchmarks.

Otherwise, opt for dedicated interviewing solutions like HireVue and Spark Hire. They offer flexible video interviewing methods (anonymous interviews and live interviews) and tools to streamline the hiring process and enable effective collaborative hiring.

12. Invest in Recruitment Technology

As you've seen, recruitment technology might be a game-changer in various aspects of your recruiting strategies. 

Modern recruiting software goes beyond traditional ATS—from streamlining application processes to managing candidate databases and keeping warm relationships with them.

Manual, outdated processes might be burdening your recruitment teams and hindering efficiency when it comes to finding insightful analytics to improve recruitment metrics. Not to mention, the latest industry advancements, including AI recruiting, are needed to hire much better and faster.

Speaking of the powerful duo between AI and human recruiters, David Paffenholz, the mind behind PeopleGPT, has a positive view:

“AI has unlocked a lot of technology to scale that up [workflow automation], and there's a lot of companies building in that space. There's the second approach, which is building human-led AI-assisted software. We fall into that second approach, and so that means humans are the decision-makers. They decide what search to write, what job description to use for a search, what direction to take it in, which profiles are the right fit, and which profiles we want to shortlist and reach out to. And the AI acts as an assistant in those workflows, making you 50% faster, 80% faster, even 90% faster, but still leaving you in the driver's seat.”

What recruitment technology to invest in depends on many critical factors, including your recruitment goals and what you need help with most. This does mean, sometimes, you need a core recruitment system and some specialized tools to unlock the ultimate recruitment success.

Here are my suggestions to start exploring:

Don't think these technologies are only for big corporations. There is always recruiting software for small businesses that can help companies of all sizes bring their recruitment strategies to the next level.

The Bottom Line

We're all striving for the best talents to form stronger team dynamics and propel the team toward greater success in today's constantly evolving business environment. Hence, we need better recruitment strategies.

As we continue to navigate these changes, it's clear that the future of recruitment is not just about filling the position at the time but preparing a future-ready talent pool of your own.

I hope this article provides a comprehensive guide to transforming your recruitment approaches for a more effective recruitment plan that drives your hiring success!

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