Top 5 Hiring channels that all HR and recruiters should already be using

Top Hiring Channels

Companies approach recruitment in a variety of ways, a few among them are always the same regardless of the industry, location, or desired candidates. These core recruitment channels are the bread and butter of every HR and recruiter with a focus on talent acquisition.

Mastering these key few allows companies to target more candidates, reach new talent markets, and improve recruitment, both in its active and passive forms. These channels are so widely used because of their proven efficiency, and because employers know that they remain the most direct and cost-efficient way to reach out to candidates.

1- Job boards 

Job boards are the number one channel for digital recruitment. Ever since their rise in the form of short posts on forums, online job listings have grown to become a solid pillar of today’s employment market. 

Platforms such as Indeed, Glassdoor, Monster, and many others provide a space for employers and candidates to discover one another. Though this discovery is often on the candidate’s side, there are quite a few job boards out there that provide hiring companies with the ability to browse through currently available talent.

Regardless, These platforms place companies in the midst of job-seeking candidates. It’s a very valuable tool for increased exposure. Instead of relying completely on a single job board, companies should leverage the competitive nature of these platforms and post their job listings on more than one outlet for maximum visibility.

Here are some ways to make your job ad stand out:

Write a captivating title: It needs to be something compelling, a title capable of drawing attention and creating curiosity. It should be able to convey a feeling of your company culture within a few words.

Use relevant keywords: Digital success depends heavily on effective search engine results. Make sure to include keywords that are relevant to the position, the industry, the qualifications, and the nature of expected tasks.

Remember the human: it’s as much netiquette as it is valuable in terms of leaving positive impressions. Furthermore, it’s a way to connect with people and evoke emotion. This is your chance to inspire.

A marketing narrative: You want to describe the position, expected duties, and all those details. But more importantly, you want to sell the position, its benefits, the positive points of your company, and its culture. Don’t be afraid to adopt a marketing narrative in advertising open positions.

2- Company career page

Your website is a powerful selling point. That’s the whole point of it, to be your company’s digital representation. A well-made website can convert curious leads into paying customers, and curious visitors into determined applicants.

It helps sell your brand just as much as it does your product or service. When job seekers find themselves browsing your website, their interest will almost always draw them to that “careers” page.

It’s simply a must-have for every company with a website. It follows the rule of providing a seamless user experience. Those with the intent to buy your product must easily find a way to do so, and the same applies to job seekers. 

Foregoing the career page means passing on a detrimental step in converting potential applicants, and limiting their experience, as the final destination is nonexistent. Determined job seekers may still attempt to get in touch with you, but the majority would simply give up.

Optimizing your career page follows the same rules we mention above for job boards. There’s an element of SEO that employers should be aware of, which makes keywords a very valuable asset. Captivating titles and inspiring messages are just as important here.

3- Employee referrals

Perhaps the most successful and the slowest of all these channels. Employee referrals are an employer’s favorite method. As it takes very little effort and minimal costs, employee referrals can yield some of the best talent a company could recruit. 

Given their relationship with the referrer, it’s safe to say that they are aware of the company, and how it runs internally, how the team communicates. The added benefit of working alongside a friend or acquaintance can be a powerful motivator.

Sadly, employee referrals cannot be leveraged at the capacity that employers would prefer. It’s one of those passive channels with a 50-50 chance of yielding successful hires. The best that employers can do in this regard, is to motivate employees and encourage them to refer friends or acquaintances in exchange for a bonus or monetary reward.

It would be foolish to rely solely on this method, but it would be even more foolish to not promote or encourage it.

4- Social media

Leveraging social media is often greeted with skepticism, especially if the company has never utilized these channels before.

But the world has changed, and in order to address an audience, employers need to speak to them wherever they spend their time. Social media is by far the most active aspect of the digital world and the best way to connect directly and instantly with entire generations of potential candidates.

In fact, just as they perform intricate searches on job board platforms, job seekers often make the most out of social media groups to find jobs, discuss their niche, contribute to the community or even ask others what they know about a particular workplace. 

The point is that this is where they spend the majority of their time. And to put such channels as Facebook, Instagram, and LinkedIn to use can yield very positive results. There’s also the community aspect of it all, as one open job post on Facebook can be shared by multiple people across multiple spaces for maximized exposure.

5- Candidate rediscovery 

Candidate rediscovery refers to the practice of revisiting your existing candidate database for a previously-acquired resume that may just fit a newly available position. This practice serves to simplify recruitment on a large scale. Furthermore, it’s easier to browse through available candidate data for the right fit than it is to go around sourcing new ones.

This can be especially difficult in the case of companies that use spreadsheets and traditional tools for their recruitment. Depending on the company, these candidate databases can reach thousands of resumes at a time, making it a substantial and exhausting task for a small team to perform. It’s a time-dump that HR and recruiters can do well without.

Companies that use ATS solutions, however, would find this an easier task than others. Innovative applicant tracking systems like Manatal are capable of automating this particular task. They utilize AI functionalities to provide scored recommendations based on a comparison of each candidate’s skills against the role’s requirements, keeping the candidate database perpetually in use, and saving valuable time and effort.

Funneling all channels into one platform

You have your job boards set and ready, you’ve designed and published your career page, and you’ve encouraged your team to refer their friends. You’ve started leveraging social media and it’s all going great.

The key here is to monitor all channels without investing too much time or effort. This can be done by aggregating all of your recruitment channels into one platform. For example, Manatal’s recruiting software allows users to integrate the platform with job boards, social media, and career pages in order to receive all applications directly on Manatal.

From that point onward, the ATS parses and analyzes each resume, creating holistic candidate profiles for the AI engine to recommend for your current open positions. Applicant tracking systems are the future of recruitment data management, candidate sourcing, and AI-powered recommendations. 

Not only is it the optimal tool for HR and recruiters around the globe, but it’s also an opportunity to leverage powerful technologies and HR analytics to catapult your hiring strategy into the future.

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