Four ways to ramp up recruitment to keep pace with business growth

When you are a fast-growing company, hiring is both your key priority as well as a major challenge, especially if you are a start-up or a niche business. Finding the right talent quickly to keep pace with business growth can be daunting. The secret is to use recruitment marketing, a multi-faceted approach to identifying, attracting, engaging, and retaining talent, thereby anchoring business growth.

Here are four tips to use recruitment marketing as the engine to accelerate hiring activity in lockstep with your growth:

1. Ramp up your social media presence:

Social media is increasingly becoming the most important channel to connect to a mass candidate base. Identify which social media channels your target talent frequents – whether it is the usual LinkedIn, Facebook, YouTube, and Twitter, or others like Snapchat, WhatsApp, Periscope, etc. Update your company’s social media pages with frequent posts, pictures of employees collaborating, learning, having fun at work - basically promote your brand’s human side. Analytics plays a key role here – 48% of businesses in Randstad’s 2017 Talent trends Report said they are investing in talent analytics dashboards to gather the intelligence they need to ramp up recruiting efforts. Leverage analytics to gauge the social sentiment of your brand through social listening, dynamically profile your target talent, and much more.

2. Consistently communicate the right message upfront:

Rapidly growing companies may not always be able to afford the luxury of a detailed employee orientation and onboarding program, which is why it is even more important that you attract the right talent in the first place and set the right expectations. Well-thought out and consistent communication across channels and the hiring process is important. Focus your content marketing efforts on communicating your brand message – whether you expect employees to multi-task, work long hours, contribute to social causes beyond work, etc. Try giving prospective employees a good sense of the company’s mission, vision, and values so they can slip into their roles easily and start contributing productively from day one.

3. Revamp your ‘careers’ page:

This is an area most companies fail to focus on but can be a big dealmaker when it comes to attracting the right talent and accelerating your recruitment efforts. Instead of dull job descriptions of open positions, revamp the page with ‘what sets you apart’ information that will give prospective hires an idea of what awaits them as a member of your organisation. Put up pictures, videos, and testimonials from current employees articulating what they love about working at the company, and so on.

4. Adopt an integrated talent model:

An integrated model implies breaking traditional HR barriers to integrate human capital management with procurement under a centralised strategic approach. For instance, a full time role may be replaced by a combination of part time and contingent workers or a specialised project may be outsourced. According to Randstad’s 2017 Talent trends Report, 91% of businesses that are employing an integrated talent management approach say they are very satisfied with the results. 68% say they are likely to go down this road in the next 12 months.

Get creative to generate an exceptional candidate experience

Growth is a powerful story to showcase and recruitment marketing the right amplification tool to do it. The trick however, lies in getting creative to generate the right buzz and follow it up with a positive candidate experience. From the first touch point on your social media properties to the interview, hiring, and onboarding process – your recruitment marketing should speak the language of your brand consistently. Employer branding is becoming increasingly critical in the race for talent today. Over 40% of businesses say they plan to increase spending on the same in the next 12 months. For a fast growing company, creating a people-centric brand is key to driving sustainable hiring outcomes.

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