#1 Clearly define requirements
A structured requirement profile forms the basis of every successful recruitment process. In addition to qualifications and specialist knowledge, work style and soft skills should also be included. This creates a realistic picture of the desired personality. More on this in the article about the optimal requirement profile.
#2 Create a candidate persona
Put yourself in your target group’s shoes: What values, goals and channels appeal to your ideal candidates? The candidate persona helps you tailor your approach – and also keep an eye on cultural fit. More on this in the article on candidate personas.
#3 Keep your careers page up to date
Your website is the first point of contact for talent. Ensure a clear, easily accessible and authentic careers page with simple navigation and up-to-date job postings – ideally also with an option for unsolicited applications. This article contains helpful tips on how to optimise your careers page.
#4 Use active sourcing and a talent pool
Proactively approach potential candidates – e.g. via xeebo, LinkedIn or other talent databases. Especially for “difficult” profiles, Active Sourcing can be decisive in attracting suitable professionals. Ideally, you stay in touch with interesting profiles via a Talentpool and build a relationship.
#5 Reverse Recruiting einsetzen
Ever heard of Reverse Recruiting? No? It’s simple: turn the tables – present yourself to promising talent even before they consider applying. Reverse recruiting strengthens your employer brand and builds closeness at eye level.
#6 Recruiting via social media
Use social media strategically for your recruiting – especially for younger target groups. Whether Instagram, LinkedIn or TikTok: with targeted content you’ll reach candidates who aren’t actively looking. Want to learn more about social media recruiting? Read the article "Social Media Recruiting".
#7 Attract talent at fairs & events
Industry events, vocational schools or university fairs offer ideal opportunities to meet talent in person. Your presence demonstrates commitment and opens doors to new contacts. Find out how it works here.
#8 Reach passive candidates
With Performance Recruiting you can reach exactly the right people – even if they’re not actively looking for a job. With precise targeting and online campaigns, your ads are delivered at the right time in the right place. More on this in the article.
#9 Promote internal recruiting
Make use of internal potential: internal job postings, further training and employee referrals can lead to quicker and more cost-effective hires – and strengthen employee loyalty. Want to know how to fully unlock this potential? Here’s the article "Internes Recruiting optimal nutzen".
#10 Use e-recruiting software
Recruiting is complex – digital tools bring structure. A modern E-Recruiting-Software like Refline reduces workload, automates routine tasks, and enhances your professional presence towards candidates.
Want to know how it works? Then start your free trial today.