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1. 8 WAYS TO REVAMP YOUR
RECRUITING STRATEGY
Recruiting is not what it used to be. The recruitment field has changed a lot due
to the evolution of social media, mobile networking, big data, and digital tools. As
a consequence, it’s time to develop new strategies. Here are a few ways you can
update your recruiting strategies:
1. Understand the job position​– Often, when there is a job opening,
recruiters will only check the job title and set up an interview. Before
employees leave the organization, you can talk to them and get to know
the daily activities they used to do. ​If you don't use concrete terms and
clearly delineate your job description, you can potentially confuse

2. prospective new hires​. For example, many companies refer to their
sales personnel as a “Marketing Executive”, but the same position could
have a different meaning in other organizations. That’s why it is
important to know a position before hiring for it. This will help you
finalize an accurate job description for the position.
2. Diagnose the existing team​– According to the ​Hudson Leadership
Survey result 2016​, HR analytics is the lowest priority for HR.
Performance = Ability X Motivation
(​From "Developing Management Skills" (8th Edition) p.27, by David A. Whetten and Kim S.
Cameron.)
When someone in your team is performing poorly, it's important to
diagnose the reasons behind their poor performance. You don’t want
your new hire to be affected by a negative atmosphere. If you find any
gloomy employees, talk to them and find out what is it about the
company that they feel should be changed. If they are not performing
and still carry a negative attitude towards the company, then you can
consider laying them off.
3. Transform the way you write JD’s​– There is a plethora of ways to
write a job description. We recommend you use a definitive format like
HR.Blr.com has mentioned in its article ​Tips for Creating a Standard Job
Description Format​. In addition to having a standardized format, you
can also use software like instaTalent that automatically creates
standardized job descriptions for you. instaTalent allows you to put the
skills and attributes you’re looking for in a potential candidate and to

3. construct an easily understood job description that you can use at any
time.
4. Get the word out​– ​Finding the best candidate for a position is difficult​.
The goal is to promote the job position in the right places. Use your
existing employees to advertise the available job position by making an
employee referral program (ERP). Some of the benefits of an employee
referral program ​(Source: ​ERE Media​) ​include:
a. The quality of referred candidates is much higher because they are
prescreened by employees who know the company well.
b. ERP helps employers use their management time optimally by
generating fewer weak candidates.
c. ERP will help you improve employee retention rate.
d. Referred candidates tend to adapt faster to the company culture.
e. ERP is cost effective because referral bonuses usually cost much less
than executive search and agency fees.
5. Digital HR Strategy​– According to ​Potentialpark’s survey​, 80% of job
seekers use a career website to get information about a potential
employer, and 47% of them use it to find jobs, making it the number
one channel between employers and job seekers. Therefore, it is
important to keep your career website up to date and simplify the
online job application process to attract more candidates.
6. Select vision over education​– ​A strong vision for a business can
create energy and the drive needed to push and pull teams and
organizations forward. There are many situations when a candidate
has a strong vision for success, great leadership skills, and intelligence

4. but doesn't have a master’s degree. ​Having a master’s degree doesn’t
always mean a candidate has the vision to lead the organization.
7. Hiring for culture fit and job fit​– Top multinational corporations are
hiring based on culture fit. ​According to the ​personality-job fit theory​,​​a
person whose traits match those of a company is more likely to perform
better and be satisfied with the work environment.​A cultural mismatch
could be disastrous. Corporate culture is more of shared values and
expectations. Corresponding expectations enable people to work more
productively towards the success of the organization. The easiest way
to analyze the culture-fit of a candidate is to try out online talent
acquisition platforms like ​instaTalent​. ​instaTalent​is the only solution
that leverages big data analytics and cognitive computing to connect all
professionals in the talent industry with the best-fit candidates for their
precise needs. For a recruiter, ​instaTalent​is exactly what the doctor
ordered.
8. Maintaining the budget and time​– Maintaining the budgeted time
and money for hiring is a strenuous task. According to ​Glassdoor
Economic Research (2016)​, it takes almost 22.9 days to hire a new
employee in the U.S. So how can you budget your time for hiring?
instaTalent​provides a solution to enable you to identify top talent that
fits your job description, recommending best-fit candidates in minutes.
instaTalent​saves you time spent on going through job boards and social
media to find the best candidates.
Sign up free for instTalent here.