1. Treat candidates like customers

Whether it’s a phone screening, video interview or an in-person interview, a candidate’s first impression of your company is critical. It’s important to make them feel like you’re just as excited about getting to know them as they are about being considered for the role. One of the best recruiting techniques is to treat interviewees the same way you treat your customers.

• Be respectful of their time. Whether it’s a phone call, video conference or in-person meeting, always be sure to show up on time. If you’re running late, let the candidate know as far in advance as possible.
• Be hospitable. When a candidate arrives for an onsite interview, ask if they’d like something to drink and show them where to find the restrooms. Make them feel welcome and comfortable.
• Make yourself available. Provide potential candidates with your contact information so they’re able to reach out with questions and concerns throughout the hiring process.

2. Use social media

Social media is a fantastic recruiting tool. Social recruiting allows you to share job postings with your entire network and encourages a two-way conversation. Even if the people you reach aren’t interested in the role you’re hiring for, it’s likely they may know someone who is a good fit. Plus, by sharing photos and videos from company events, your workplace and/or day-to-day office life that align with your employer brand, you give potential applicants a glimpse into your company culture.

3. Implement an employee referral program

Great people usually make a habit of surrounding themselves with other highly capable professionals. While many employees may already be sharing open roles with qualified contacts in their networks, a well-developed employee referral program can encourage even more of your employees to refer the best talent they know. Consider providing incentives for referrals with bonuses and contests so you can create excitement around the program.

4. Create compelling job descriptions

Writing an attention-grabbing and thorough job description is one of the most important parts of the hiring process.

Here are a few tips to consider:

• Make titles as specific as possible. The more accurate your title, the more effective you will be in piquing the interest of the most qualified and interested job seekers.
• Open with a captivating summary. Provide an overview that gets job seekers excited about the role and company.
• Include the essentials. Write out the core responsibilities, hard and soft skills, day-to-day activities and explain how the position fits into the organization.
• Highlight your culture. 72% of job seekers say it’s extremely or very important to see details about your culture, so take the opportunity to highlight your values and your people.

5. Include peers in the interview process

Sometimes the best person to interview a candidate is someone already working in the same or similar role. This employee already knows what it takes to excel in the position and can verify whether candidates have the skills and experience needed to do the job well. Current employees can also give an accurate description of day-to-day experiences and help candidates better understand what they can expect if hired.