I've been involved with a high-volume recruiting firm for a few years now. I've noticed that they do many things very differently than how most other companies recruit. Here are four actionable steps any company can take to improve their results:
1) Create job ads that sell. So many postings look like they were written by a legal department. If you want to stand out (and filter out bad matches early), write compelling job descriptions that pitch the great things and acknowledge some of the expected challenges.
2) Respond quickly. Especially with job boards, most candidates assume their resume is being screened by a bot and that they'll never hear from the company. If you respond quickly (way, way less than 24 hours after receiving a resume), you can increase your yield dramatically.
3) Prepare candidates for their interviews. Some people just don't interview well. But, they might be a great employee. To help level the playing field so you get the best view of everyone, help candidates know what to expect: who will they meet with, types of questions, format,
4) Recruit through the start date. Ghosting is becoming much more common. After doing the hard work and deciding to make an offer, reduce pre-start attrition by maintaining contact, selling, inviting the hires to lunches, whatever it takes to maintain excitement and engagement.
