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Recruiting Strategies for Hiring Great Employees

Recruiting Strategies for Hiring Great Employees



The hiring process is one of the most significant parts of business operations. It can make or break your company. You need to hire the right person for the job, but if you don’t do it right, you could end up with an underqualified employee who will cost both in terms of time as well as money. There can be other problems related to this. There are multiple steps to finding great employees. Here are some proven strategies for attracting potential candidates online:


What is a recruitment strategy?

A recruitment strategy is a plan for attracting and selecting employees. It’s not just a job description or a job posting, it’s not just the hiring manager or even HR. It’s all of these things together: it includes everything from finding great candidates through an organized process to making sure they get hired.

It’s the entire process of attracting, selecting, and hiring great candidates for your business. It comprises several steps from finding great candidates through an organized process to making them convinced for the job and finally making them engaged in the initial period of their work.


We at Salahkaar Consultants implement and recommend our clients adopt the following strategies:


  • Treat candidates like customers

Ask them to rate your process, and use the results to improve it. By creating an environment where employees feel valued and appreciated by their employer, you can make candidates more likely to stay with your company for years and even decades.

You also need to be respectful of their precious time. Whether it’s a phone call, video meeting, or in-person conference, always be sure to show up at the right moment. If you’re running late, let the candidates know as far in advance as apparent.

Be courteous and cheerful. When a candidate arrives for an onsite conference ask if they’d like something to drink and show them where to find the washrooms. Make them feel pleasant and satisfied.

Make sure that you are available. Provide potential candidates with your contact information so they’re able to reach out with issues and concerns throughout the hiring procedure.


  • Use social media

Social media is an effective way for businesses, especially small businesses to connect with potential hires and engage them throughout their job search process. A successful social media strategy should include personable content that inspires confidence in the brand while highlighting positive aspects of working at your organization (e.g., opportunities for growth within the company).

Social media is the best place to find candidates for your open positions. It’s also an excellent way of engaging with them and creating a positive candidate experience, as well as building your employer’s brand.

Using social media effectively helps to have some knowledge about candidates’ needs and wants when it comes to recruitment campaigns on social media platforms like Facebook and LinkedIn.

Some useful tips:

Use hashtags in your posts so that they can easily be found by search engines like Google or Bing.

For example, if you’re looking for someone who speaks Russian fluently then try searching “#russian”. You’ll find lots of posts that mention “Russian” somewhere along with other relevant keywords like “hospitality industry”.

These kinds of hashtags will allow these types of resumes to get more visibility than if there hadn’t been any hashtags involved at all!


  • Implement an employee referral program

Employee referral programs can be a great way to recruit top talent.

Employees are more likely to refer someone they know and trust, so if you want to hire people with strong relationships with their current colleagues, an employee referral program is one of the best ways of doing so.

The higher conversion rate for employee referrals means that you will have a better chance of getting the right candidates for your team by employees asking friends and family members about their experience working at other companies. This can help you fill hard-to-fill positions as well as give insight into how well-suited candidates may be for the job role in question.

Social media platforms like Facebook allow companies like yours to access to an enormous pool of potential candidates who may not know about the company yet they may apply. This makes it easier than ever before! Social media has become more popular over time due to its ease of use it reduces need for expensive software plus its ability to reach large volumes quickly (through organic posts) is enormous.


  • Create compelling job descriptions

The job description is the first thing you write when creating a new position. It’s important to make sure that it’s clear, so you don’t have to spend time later clarifying what skills and experience are required for the job. Here are some tips:

Use a template or format. If possible, use an online tool like Word or Google Docs (or other formats) that produces standard templates for all positions within your company or division; this way, everyone can easily understand how to create their jobs in no time at all!

Include essential skills and experiences required for this role/job title—this includes things like educational background, work history, and certifications if applicable; also include specific responsibilities associated with this role/job title including the number of hours to be spent per week doing tasks such as research & development (R&D), product management (PM), etc.


  • Be specific.

Use action verbs that are relevant to the position and describe how someone would perform tasks within this role/job title. For example, instead of writing “develops software,” write “works with the R&D team to develop new features for existing products” or “works with product managers to determine requirements for new products being developed by the R&D team.”


  • Make use of sponsored jobs to stand out

Sponsored jobs are a great way to attract candidates and stand out from the crowd. You can also use sponsored jobs as a way to get more exposure, which will help you get qualified candidates who are interested in working at your company.


  • Check resumes posted online:

The internet has made it easier for people across the world to apply for jobs. If you’re looking for an applicant who lives close by or near where your business is located, then there’s no reason why they shouldn’t be able to find work within driving distance of the place where they live! If not though (or if this isn’t an option), then consider checking out some of those posts on LinkedIn or Facebook communities where current employees share their experiences with other potential ones like yourself…

You can use your job board to find candidates, but it’s crucial to also check the resumes that are posted online.

Use a resume parser to extract relevant information from the resume and add that information to your ATS. This will allow you to see if there’s any overlap between what you’re looking for and what other people are looking for as well.

Use an ATS (or another automated hiring tool) to automate this process, which will save you time by eliminating manual reviews of each application.

Create a dedicated page on social media where candidates can apply directly through links sent via email or text message.

Make sure your website is mobile-friendly so that users can access it from anywhere.

Offer competitive pay and benefits packages.



  • Consider past candidates.

Use them as a pool of talent.

Re-engage with past candidates and use their feedback to improve your hiring process, or as references for future employees.

Use them as a benefits package tool—you’ll get more applicants who are interested in working for you because they know that being part of the team will help them get ahead in their careers, which could lead to higher salaries down the road!

You can also use your alumni to spread the word about your company and its benefits. If they’re happy with their jobs, they’ll be more likely to tell their friends about them and recommend them as well. Reach out to your alumni on social media—LinkedIn has an alumni network that allows you to do this easily. Ask them to help in promoting your jobs or share information about them with their connections. These are paid options but by using groups and free job postings of LinkedIn, you can atleast start using the tool.


  • Claim your Company Page

Your Company Page is your first chance to show off who you are and why you’re the right fit for this job. Make sure that your company name, logo, and description are correct before posting it anywhere on Facebook or LinkedIn!

You should also create a career page on your website so that recruiters can learn more about what makes you special as an employer.

You should use your company page as an opportunity to highlight your brand and the values you stand for. This is a great way to showcase what makes you unique in the marketplace and why you’re a good fit for this type of position.


  • Attend industry-related meetups

These are opportunities to meet potential employees and learn about new technologies. You can make new connections with others in your field who can help you grow.


  • Network at local events.

If there is a local event that you’d like to attend, reach out to the organizer and ask if they would be willing to let you speak at their event. You’ll probably find many people who will want an opportunity like this!


Attend conferences/conventions/conferences in your area (or other areas where there are similar events).

These are great ways of getting together with people from around the world and learning about all sorts of things related directly or indirectly to what you do every day—and sometimes even finding out about new job opportunities!


  • Include peers in the interview process

Peer interviews are a great way to find out what your employees like about the job, as well as how the new prospective employee would fit into your team. Your present employees are also an excellent source of information about their personalities and work styles, which can help you determine if they’re right for the job.

You may not have time for multiple interviews with each candidate, but your employees can be another valuable resource when it comes to determining if the person is right for your company.

If you don’t have your employees to interview, try asking your past successful candidates who did not join to do interviews.

When your employees interview candidates, they may be able to tell you what the person was like during their interview process and if they’re still working there, they can tell you how well they fit in with the team.

By using some or all of these recruiting strategies, you shall hire excellent candidates. While each strategy is important in its own right, it’s also helpful to consider how they might work together. For example:


Steps for the Recruitment Process to Improve Your Candidate Conversion Rate and Candidate Experience

Step 1: Set a recruitment goal

Step 2: Create an employer brand

Step 3: Identify your target audience


The first step in creating a successful recruitment strategy is to define the type of candidate you are looking for. This can be as simple as asking yourself, “Whom do I want to hire?”

Once you have defined this, it’s time to start thinking about how best to reach them. You should also consider what role they would fill and what skillsets are required for that role (e.g., leadership abilities).

The next step is determining what kind of people apply for those positions; does everyone need experience? Or only some types of candidates apply? Do we want them based on location or culture fit? After answering these questions, it’s time to get started on recruiting!



If you’re looking for a recruiting strategy that will improve the candidate experience and drive higher candidate conversion rates, these steps should be your first stop. They can be implemented quickly and easily with minimal disruption to your normal workflow. Make sure to follow through with each step of this process, so you can start filling your vacancies with great people!


Do you need help?

There are various models that we at Salahkaar Consultants use to help our clients get great candidates. If you wish to have help in the hiring process, you can consider outsourcing the entire recruitment in an RPO (Recruitment Process Outsourcing) model way or by a contingency model. You can also ask for help for hiring your senior leaders and for bulk labour or sales force hiring.

You can reach us for a details proposal. Please click here to connect with us –


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