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How to Work Smarter as an Enterprise Recruiter

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Recruiting is a critical function for any business, and there are many ways to make your recruiting team more efficient. Here are seven tips for working smarter as an enterprise recruiter:

Employee referrals and candidate applications are the top sources of quality hires

A recent study by LinkedIn, found that employee referrals are the #1 source of quality hires. The same study revealed that companies that use candidate applications have an average cost per hire of $5,000—while those that use employee referrals have an average cost per hire of only $3,300.

Recruiting is a team sport

You can’t do it all alone. Recruiting is a team sport, and you need to work with others to reach your goals. If you oversee recruiting, consider the following:

  • Work with HR and marketing to create a strategic talent plan that will align your efforts with those of other departments and help make sure you have a pipeline of candidates for open roles in your organization. If there are gaps in this pipeline, identify them early on and address them before they become too big to fix easily.
  • Bring partners into the process early on—outsource your recruiting function if necessary—to ensure that hiring managers have access to qualified candidates at any given time during their search process. This helps ensure quality candidates are being interviewed at all stages of their searches so fewer qualified people slip through the cracks because no one has been looking for them until now (or worse yet because they dropped out).
  • Communicate clearly when things need changing or updating so everyone is informed about what’s going on behind the scenes.”

Use technology to improve efficiency.

Technology is an important part of recruiting, and it can be a big help for you to use technology to improve efficiency. Use a good ATS (applicant tracking system), CRM (customer relationship management), candidate management system, job board, and email marketing tool to ensure that you’re getting the most out of your recruiting efforts.

Don’t forget about the candidate experience.

The candidate experience is a critical piece of the hiring puzzle. As an enterprise recruiter, you can’t afford to neglect this part of the process. Here are some tips for making sure your applicants have a great experience:

  • Make sure they know what to expect at each stage of the interview process. Candidates should understand exactly how many interviews they will be going through and when they will take place, including specific details like where they need to go and what time slots are available on any given day or week.
  • You may also want to give them an idea as to how long each step in the process will take (e.g., “We typically complete all three phone interviews within two weeks”). This way, your candidates won’t feel like their careers are being held hostage by your company because they don’t know when their next interview is scheduled or why it hasn’t happened yet!

Take measures to ensure that you’re hiring the right people for your business, including asking for employee referrals and improving your candidate experience.

To ensure that you’re hiring the right people for your business, it’s imperative to take measures such as asking for employee referrals and improving the candidate experience.

Employee referrals are the top source of quality hires. Take advantage of this fact by making sure that employees have an easy time referring their contacts. If you have an applicant tracking system (ATS), make sure it doesn’t get in the way either—if it does, consider switching to a program like Referral Rockett which allows candidates and employers to communicate directly through Slack or email while still keeping everything streamlined within an ATS.

Utilize the right job boards and platforms.

Job boards are a great way to find candidates. It can be easy to get stuck in a rut and use the same job boards repeatedly, but there are other ways to find passive candidates using social media, niche sites, and your own networks.

When you’re looking for candidates on job boards, make sure you’re searching for them in the right categories—you don’t want to miss out on someone who may have relevant experience if they’re not in the right place on your site.

Make sure your ATS doesn’t get in the way (seriously).

First, make sure your ATS is easy to use. This means that it should be easy to navigate and have a clean interface. It also needs to work well on mobile devices, which are the most popular devices used by recruiters when they’re out searching for candidates.

Next, make sure your ATS integrates with other tools you rely on within your business (such as Slack). This will help streamline communication and keep everyone up to date on important details as they happen.

Finally, consider what features are right for you. Some more advanced applications offer more customization than others; so if customization is important in your industry or organization, then an advanced application might be worth considering over one that’s simpler and less customizable overall (but still effective).

Working smarter, not harder, is a key to success for enterprise recruiters.

Working smarter, not harder is a key to success for enterprise recruiters. The challenge of being an enterprise recruiter is that there’s no shortage of work to do, which makes it easy to get overwhelmed and feel like you’re constantly behind. However, if you want to become an elite recruiter—and command higher pay—then it’s important that you learn how to work smarter instead of harder.

One way that I’ve found successful recruiters “work smarter” is by minimizing the time they spend on administrative tasks such as scheduling interviews or compiling reports. Instead, these tasks can be outsourced to other employees through tools like Zoho’s Workplace (which provides CRM software) or Slack (for communication). Another technique that works well is delegation: trying your best not just at managing people but also at managing projects so that there are fewer things for others in the office take on their own volition (e.g., “I’ll go ahead and send out those emails!”).

In summary

With the right tools and strategies, you can streamline your recruiting processes and get more accomplished with less effort. By working smarter, not harder, you’ll be able to build a strong team that will help your business grow over time. If you find yourself unable to keep up with the demand, an RPO solution may be the right fit for your organization.

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