Top Tips For a Successful Recruitment Campaign

The success of any recruitment campaign cannot be attributed to any one factor but a number of factors. To have yourself a successful recruitment campaign you don’t only have to hire the best fits for your company roles and culture but you also need to be able to retain the hired candidates for the long term.

It’s not so difficult to keep the best people once you’ve been able to find them, provided you do the right things at the right time. Timing is very important in the business world and every employer will agree that it’s no different for a successful recruitment campaign.

With this 10 easy to assimilate tips your recruitment campaigns should see a significant return on investment.


  • Develop a Better Candidate Pool during Recruitment

If you only select fresh applicants who apply directly to become your employees, then you most certainly missing out on the best candidates.

The fact is the top 20% of candidates are already working for another employer. And they are not necessarily out there looking for a job.

Here are steps to develop and improve your candidate pool.
  1. Watch out for potential candidates with the fitting resumes but not currently looking for jobs on top online job boards like WealthBankers Job Arena. A site such as this has a database of potential candidates that you can filter. It is mostly according to your criteria. And you can select the best possible fits to add to the candidate pool for your company.


  1. Make sure you look up potential employees on social media sites like LinkedIn. Try to know them, meet them and rate them before you need them.


  1. Build a strong and professional relationship with the relevant universities in your industry. This goes for placement offices and recruiters. This will ensure they always send you the best candidates they have. It will also reduce the time you will require to prospect elsewhere for a successful recruitment process.


  1. Host conferences and industry-specific professional associations. Do this so that current workers can get the opportunity to meet and assess potential employees of your company.

The goal here is not to hire immediately but to “prepare the bed for when you might need it.”


  • Always Hire the Best Possible Fit

According to Bruce N. Pfau and Ira T. Kay, authors of The Human Capital Edge, you must aim first and foremost to hire a candidate who’s had experience in the “exact job, in this exact industry, in this particular business climate, from a company with a very similar culture.”

According to these two, “past behavior is the best predictor of future behavior.” This suggests the mentality with which you have to approach recruiting to successfully recruit winners.


  • Consider your In-House Candidates First

There is no need to change a winning team and sometimes it better you look within your organization for the candidates you need. It only helps to boost working morale and motivate current employees to put their best foot forward during their work when they know you provide promotional opportunities.

This practice will help make the full use of the competencies and capabilities of in-house talent, instead of going to spend time and money looking for fresh candidate out there.


  • Build a Good Reputation as a Great Employer

To have a successful recruitment campaign the candidates need to genuinely love to work for you.

There is no way you can get them to if you have for your bad reputation as a wicked employer or someone who doesn’t care about the welfare of your workers.

It there helps to consciously build a great reputation in the job market and have a solid company brand.

A good example is the case of Google and Apple Inc. Google alone receives about 3,000,000 applications a year. And this can be attributed to the fact that they’ve topped the Fortune’s Best Companies list continuously.

There are four key areas you need to look out for in order to have a successful recruitment agency or become an employer of choice. There are:

  1. Flexibility in work-life balance
  2. Promotion and involvement
  3. Staff reward and recognition
  4. Employee practices for retention.

The aim here is to make prospect employees anxious to work for you and current employees feel proud and privileged to part of your team.


  • Pay Better than the Competition

Like it or not money has a voice and the best candidates move toward the sound of its sweet melody. For a successful recruitment campaign, the money has to be part of the deal.

It’s common these days to see recruitment agencies and employers coming up with strategies to get employees cheap. Such employees will inevitably come to resent their pay scale and live you for once they secure a better offer.

After all you can agree with me that you only get what you pay for. So if you want the best and if you want to keep the best then you need to be ready to spend accordingly.

These unique recruitment ideas apply to small businesses and large recruitment agencies alike. Any great business realizes sooner rather than later that the most valuable asset it possesses its team of employees.

I hope you’ve made this realization too and will take these tips and apply them to your recruitment strategies.

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