The changes happening in the HR landscape made recruiting more challenging. And with the global talent shortage at a new height, it’s even harder to find talents for your organization. That’s why it’s important to take your recruitment strategy to the next level.


How to take your recruitment strategy to the next level

Boost your candidate sourcing

Traditional methods of talent sourcing these days aren’t enough. Most traditional recruitment methods require the candidates to go to you. In this modern age, it’s also important that you look for the talent that you want.

You can boost your candidate sourcing by doing the following:

  • Source on social media by following relevant conversations and looking for people with interest and expertise relevant to your job openings.
  • Attend events that will mostly be attended by your target candidates.
  • Get referrals.
  • Tap on non-traditional candidates—talents that didn’t get their technical training in a traditional way.
  • Look among freelancers.


Make your candidate screening faster

Just like how you want to fill an opening in your organization as quickly as possible, candidates are also eager to work. If you take too long to screen your candidates, by the time that you’ve made a decision, your desired talent may already be hired by another company. There also other frightening costs of hiring slowly.

Screening is definitely among the most time-consuming parts of the hiring process. But thankfully, due to the rapid advancement of technology, it doesn’t have to be as tedious and as long anymore. Screening software programs such as an applicant tracking system aim to shorten your hiring process by taking care of some parts in a single place. Some even have features such as ranking candidates for easier selection.


No to biases

There are a lot of cases of bias in the workplace, and some of them are unconsciously done. Even during the hiring and interviewing process. In fact, one of the most common biases during the interviewing and hiring process is the Halo or Horn effect. This bias either puts the candidate in a good (halo) or bad (horn) light depending on how the interviewer perceives them.

For example, the interviewer looks at the resume of a candidate and sees that they’re from the same school. The interviewer then unconsciously views that candidate in a good light because of their common ground and is more amicable during the interview.

On the other hand, the interviewer learns that the candidate has an opposing view on a topic that he’s very passionate about. Because of that, he or she unconsciously starts overshadowing other good behaviors, actions, beliefs, or attributes of the candidate. The interview fails to see the good side of the applicant.

Your recruitment strategy should work to eliminate biases to be able to land the best talent for the position.


The only way to combat the challenges you face in recruitment is to level up your strategies. You can get a head start by following the advice listed above!