We’re told everyone who wants a job has one.  So, what is your recruiting strategy to find the best candidates? Moreover, do you have succession plans for attrition when incumbents leave for higher pay or boomers retire? Below are three key components for your strategy that I have found important.

The Importance of Employer Branding

Today’s job seekers, including passive candidates, are looking to work for a company with a great reputation.  Whether you’re on top of the company’s employment branding or not, your reputation in the marketplace says a lot about you as an employer.  According to LinkedIn, 75% of applicants research the employer’s reputation before even applying for a job.  This LinkedIn study also states that 69% will not accept a job if the company offering it has a bad reputation.

Branding is how you present your company on your website and within your job postings.  The About Us section should not only cover company history and business proposition, but also include information about your top people and how they make your company a great place to work.  In the Careers section, your mission, values and culture should be not only clear and concise but offer employee testimonials.

Applicant Tracking Software (ATS)

The purpose of an ATS is to house applicant data and be retrievable to find candidates who have applied via both solicited and unsolicited methods.  Whether the data includes a name, a skill, or a prior employer, you can find that applicant that came through the system months ago and who you now need to contact. The ATS can automatically search candidates and push notifications to viable candidates. Further, these ATS systems help you manage Affirmative Action and EEO data that can be housed separately for privacy terms and conditions for any future audit requests.

Candidate Relationship Management

Job seekers on Glassdoor rate employer experience as well as the job application experience.  Treating all applicants with respect is paramount to getting them in the door in the first place, but also referring other applicants who may be appropriate.   People who are looking at your company and are impressed with what they see will forward job postings to their own acquaintances.  As such, you should ensure that you have a “share” function or the ability to forward job postings that may appear on your website.  Make sure the applicant leaves your site with a positive impression and they will be encouraged to check back for future opportunities.

Recruiting Manufacturing Talent

Attracting today’s talent requires proactive recruiting that includes making your employer brand attractive and that your recruiting data is retrievable. Employee testimonials, positive referrals on Glassdoor and applicant postings on social media are all valuable elements of your recruitment strategy.