Skip to content

Recruiting Strategy: 5 Proven Methods to Enhance Your Process


It has been said repeatedly over the last few years: companies today are in a war for talent. The power in the recruiting process has shifted to the job seeker, and their expectations are at an all-time high. This means that your company has a lot to lose if your application, recruiting, and hiring processes are lagging behind your competitors. 

Candidates today, especially Millennials and Gen Z, have forever changed how organizations of all sizes compete for and recruit the best talent. Most of the older methods of talent acquisition no longer work for organizations or recruiters, which has caused a great deal of disruption within the recruiting industry.

Many businesses have taken steps to boost their recruiting strategy and make it resonate with the modern job seeker. These are usually the companies that have seen improved recruiting numbers and business growth. Luckily, there are several proven methods that improve and enhance recruiting strategies. Let’s dive into five of them: 


One of the biggest recruiting trends has been the increased focus on candidate experience. It has even gotten to the point where many companies have roles dedicated to this important recruitment issue. The candidate experience starts before a candidate ever applies to one of your jobs and extends through the onboarding process.

The first step to improving your candidate experience is to take a step back and actually go through your own apply flow. Do this through the lens of a candidate – if there are things you don’t like, how do you think candidates feel? Ensuring that each aspect of the hiring process is seamless is the first step to improving candidate experience.

In addition, supplying regular feedback and updates to candidates is a must. Leaving your job seekers in the dark during the recruiting process will negatively impact their candidate experience, and increase the likelihood that they look somewhere else. Not to mention that this increases the chances of a negative online review. Improving your candidate experience will have both short- and long-term positive impacts on your recruiting strategy and your company as a whole.


We’ve written before about the importance of websites for marketing. They are equally as important for recruiting, which is why investing time and resources into your career site is a must.

Your career site should provide everything a candidate would need: an inside look at your company, available benefits, easy access to open positions, and any other information that can give candidates a glimpse of your company culture. Also, if you use an Applicant Tracking System (ATS), don’t forget that to a candidate, this is still your career site. Make sure your ATS looks and acts the way a job seeker would expect.

Lastly, make sure both your career site and ATS are mobile-friendly. This is no longer a nice-to-have, it’s an expectation for today’s job seeker. Having an apply flow that isn’t mobile optimized will cause you to miss out on top talent.


As a recruiter, you want to be where your candidates are. Today, almost every job seeker is active on some form of social media, so engaging with them on these platforms should be a part of your recruiting strategy.

Some recruiters use social media on their own. They have their own profiles and accounts on various platforms, and build relationships with job seekers. While this is a great strategy, it’s not the only one. Be sure that your company is also active on social channels. Partnering with your marketing team can help with this.

Another important thing to remember (even though it’s not a traditional social media platform) is that candidates do look at Glassdoor and your company rating matters. Keeping your profile updated and adding new photos can go a long way to improving your profile. Having a high rating on Glassdoor should be a company-wide goal.


This tip goes hand in hand with improving career sites and using social media. Employer branding matters, and not just to job seekers – it’s also important for current employees and the entire organization. This is why building your brand and then marketing it is such an important aspect of a recruiting strategy.

A strong employer brand attracts candidates and makes them want to work for your company. Sharing your company culture on your career site, social media channels (including Glassdoor), and throughout the recruiting process should be an integral part of any recruitment strategy.

It also helps when business leaders and employees act as advocates of your employer brand. When team members share their positive experiences and explain why they love working at your company, it helps spread your brand and makes you more attractive as an employer.


This is perhaps the biggest challenge recruiting teams from all size companies face. Using data, analytics, and metrics in recruiting is still a relatively new trend, yet it is extremely important to the success of a recruiting strategy. After all, you can’t improve what you don’t measure.

Starting out simple is the best way to become a data-driven recruiter. Tracking and measuring these metrics over time should help improve your recruiting efforts:

  • Source of hire
  • Time to hire
  • Applicants per hire
  • Cost per hire
  • Retention rates
  • Quality of hire


Recruiting today requires continuous improvement throughout the entire hiring process. Recruiters, HR managers, and business leaders alike should routinely look at their strategy to determine which areas need work (this is where recruiting metrics and analytics help greatly). Your entire organization will benefit from an enhanced and updated recruiting strategy.

Want to learn more about PEOs? Check out our eBook, How Well Do You Know PEO? This eBook provides an overview of the PEO industry as well as helpful information for brokers and employers!

More like this

blob - green

Our expert advice, direct to your inbox.

blob - yellow