6 Recruitment Strategies to Help You Reel in Top Candidates

Hiring top talent has become a high-stakes game of online recruitment warfare.  Today’s candidates are relying on professional networking sites like LinkedIn to market their talent and turning to anonymous employee reviews on websites like Glassdoor and Yelp to influence their decisions.  In this constantly evolving recruitment market, how can you differentiate your company as the best place for prospects to work?  The answer isn’t simple, but the way that you approach the situation should be.  Here are some top recruitment strategies for your company to focus on to make 2018 your best year for recruiting top candidates.

  1. Continue Focusing on Diversity.

According to LinkedIn’s 2018 Global Recruiting Trends Report, diversity is the top trend shaping the future of recruiting and hiring.  In fact, of the 9,000 talent leaders and hiring managers across the globe that were surveyed, 78% said that diversity was the “top trend impacting how they hire.”
In today’s globalized world, diversity is at the forefront of every social landscape, and in the workplace, it’s been proven time and again to improve productivity, develop new innovations, and create a higher level of engagement and collaboration from employees.  The report revealed that 62% of survey participants focus on diversity to boost company and financial performance, and 49% do so to better represent their customers.

  1. Revolutionize your Hiring Process with Innovative Tools.

In second place to workplace diversity, 56% of talent professionals and hiring managers from the aforementioned report say that new interview tools are the top trend impacting how they hire.  At TotalRewards, we truly believe that our award-winning Recruiting Acceleration Platform is an unparalleled tool for organizations of any industry.
CandidateRewards Software allows your company to demonstrate why it’s the “Employer of Choice” through conveying your employer brand, exemplifying the total compensation of employment, and speeding up the time it takes to hire on a top prospect.  According to LinkedIn, 36% of traditional interviews fail due to too long of a process, and CandidateRewards eradicates this common fallacy.

  1. Revamp your Reputation Management

Social media has changed so much about how we interact as a population, and the implications have affected the job market in remarkable ways. Research by LinkedIn has proven that more than 75% of job seekers research about a company’s reputation and employer brand before applying, and 69% say they would not accept a job from a company that had a bad reputation – even if it meant they wouldn’t have a job.  To overcome this challenge, take a look at these tips to help you build, promote, and reinforce a positive company brand.

As competition for top talent continues, developing a positive employment brand can be a major differentiator and strategic advantage for employers. Here are some tips to create a better employment brand in your organization.

  1. Overcome the Challenges of Automation and Embrace the Benefits

Artificial Intelligence is here to stay, and it’s time that we embrace the transition.  LinkedIn found that 35% of talent professionals and hiring managers say that artificial intelligence is the top trend that impacts how they hire.  Workplace automation is something that has been feared for generations, as our memories tend to point back to robotics stealing the jobs of Detroit auto manufacturers, and Hollywood haunting our dreams with Skynet going live.  However, the truth is that there is little concern that AI will replace your job, as only 14% of talent acquisition professionals surveyed by LinkedIn thought AI would take their jobs.

In actuality, AI has a massively positive impact on your recruitment process.  As LinkedIn explains, AI is most helpful in sourcing, screening, nurturing, and scheduling candidates.  Workplace automation also creates a unique opportunity for businesses to maximize human talent.  By utilizing machines to take care of the busy work mentioned above, your organization should focus human workers on strategic, business-growth initiatives that can take your business to the next level.

We’ll Shape your Recruitment Strategies for You.

We live in a generation today that’s defined by the “Age of Information Technology,” and it’s vital that your organization has the tools to keep up with its impact on recruiting the top talent. At TotalRewards, we’ll take the stress out of your hands and build recruitment strategies that promote your company, its mission, and culture alongside the monetary value of your job offer so top candidates view your organization as the Employer of Choice.  Contact us online or try your free trial of TotalRewards Software today!

Hiring the best women? Or losing your best women?

Women now make up 46% of the US civilian labor force and of the top management occupations, women only account for 27% in executive management positions1.   With such a strongly disproportional representation in senior management, is your company doing what it can to promote women to management positions?  Retaining female talent may require less than one may think.

According to United Kingdom survey of over 10,000 senior executives, women are less likely than men to apply for a senior position within a company that has rejected them for a similar role in the past2.  Women, unlike most men, tend to believe that they are not a good fit once rejected and in turn, make them feel less qualified for a C-suite position.  This may mean that your company is losing key female leaders before they even apply for an open management position.  Many companies seek a diverse candidate pool but when it comes to ensuring your company is not losing internal female talent the London Business School recommends:

Being Proactive – Develop, maintain and refresh company hiring policies that seek to increase female representation in management positions.  Reflect on how you recruit your internal candidates.  Are you marketing positions to your entire organization? One should not rely on the best candidate to apply for the open position.

Communication — When companies make an investment in information transparency, such as a performance recognition program or in annual total rewards statements, employees are able to better understand their position, the company, their career path and the investment of the company into their personal successes.  When reviewing your internal candidates for management positions, ensure there is a formal feedback process that gives your employees clarification of the company’s’ decision.  No one likes rejection but it’s easier to take when one knows the reason why.

Standardize the Process – Similar to reviewing your company’s communication strategies, standardization of the selection process will set expectations and contribute to the transparency of your company’s policies.


1 US Department of Labor
2 Kathy Gurchiek, “Helping Women Get to the Top”, HR Magazine May 2017: 12



TotalRewards Software: Good Reads

The Workplace Engagement Solutions, David Harder

The idea that employee engagement is an essential part of the potential success of a company is not news.   Organizations spend billions annually on initiatives to boost engagement engagements.  However, with engagement at only 13% globally author David Harder suggests the problem is that leaders are not teaching employees the skills they need to navigate the ever-changing business world and that it is the role and responsibility of the company’s leaders and HR departments to be the role model for the behavior they want to see transcend their organizations.   Harder believes that engagement programs are not enough, that to truly engage your employee population leaders must take charge in developing programs that spread the conduct throughout the organization.  Examples of this take charge movement may include C-suite executives owning the personality of their organization’s culture and changing the view of engagement from an expense to a source that generates higher profits.

Harder wrote this book to help business leaders to respond effectively to these and other challenges. They, in turn, would be well-advised to keep in mind this passage from Lao-tse’s Tao Te Ching:

“Learn from the people
Plan with the people
Begin with what they have
Build on what they know;
Of the best leaders
When the task is accomplished
The people will remark
We have done it ourselves.”

Harder is able to paint a portrait of what an engaged leader may look like by giving the reader a multitude of information, insights, and advice to navigate what may work best within their organization.  Overall, the book outlines a compelling answer to the billion-dollar question of how to actively engage your employees.