Lifestagerecruitment
Best Practices in recruitment
A powerful recruitment strategy goes beyond the job fair.
Organizations need to use varied recruitment strategies to reach the strongest candidates. Best practices include strategically seeking referrals, effectively using social media, and creating pipeline programs for high-quality, diverse staff.
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Step
1
Define (or update) your Employee Value Proposition
One key aspect of attracting the right candidates is being able to clearly and authentically share what makes your organization stand out. Your Employee Value Proposition (EVP) is your key differentiator as an employer and represents everything of value you provide to your employees: pay, benefits, training, career development opportunities – which is then marketed to potential employees. Generally, your competitive advantage falls into one or more of the following categories: Mission & Fit, Total Compensation & Rewards, Working Environment, Professional Growth.
RESOURCES
DEIA Callout
Compelling Employee Value Propositions incorporate insights from a wide representation of staff encompassing all key demographics and places special emphasis on input from groups which you aim to increase in representation among your staff.
design
Step
2
Design your Recruitment Content
Design compelling recruitment content that is clear, relevant, and resonates with your target candidates. Update job descriptions and strategically post on sites that have historically recruited high-quality, diverse candidates for your organization.. Don't just post the job description though – leverage employee referrals from your high-achieving and diverse staff members and actively engage in external recruiting events. Importantly, integrate your Employee Value Proposition and diversity statement seamlessly into job postings and the career page of your website to consistently showcase the unique, inclusive culture of your organization.
RESOURCES
DEIA Callout
Inclusive job descriptions lay the groundwork for attracting diverse candidates. Thoughtfully avoiding biased language in job descriptions is key to inspiring every qualified candidate to apply.
design
Step
3
Train Stakeholders on Bias Mitigation
Bias mitigation starts with awareness training to illuminate the role unconscious bias plays in recruitment and allows employees to recognize their own biases along lines of difference (e.g., race, gender identity, sexual orientation, religion). Creating space to acknowledge bias and implementing strategies to mitigate it can ensure that candidates are recruited and assessed equitably based on their qualifications and talents – not surface demographic characteristics.
RESOURCES
DEIA Callout
Conduct regular training sessions for everyone playing a role in recruitment to foster awareness of individual biases and to account for how new experiences continually shape and transform biases through time.
design
Step
4
Develop a Clear Communication Strategy
A well-executed communication strategy is essential for attracting top talent. Integrate your Employee Value Proposition seamlessly across content on social media, job postings, newsletters, and your website to consistently showcase the unique culture of your organization. Clearly communicating your organizational values will differentiate your organization and appeal to candidates who align with your vision. Keep all your messaging concise, consistent, and aligned with your brand.
DEIA Callout
Use social media, newsletters, and your website to share authentic experiences of staff from different identity groups. This will reinforce your Employee Value Proposition, highlight your commitment to an inclusive culture, and provide examples of what success looks like in your organization.
EdFuel can design recruitment systems and processes for you.