With the employment market as tight as it ever has been, with a huge demand for recruitment, it’s clear that there is a need for more effective and efficient methods to make sure you reach the best talents in order to find the right people for your business.



When you’re at the early stages of recruitment, it can be a bit tough to pinpoint where to start as there are so many methods to explore and a lot of competition to outshine. With this in mind, we’ve put together some of the best approaches designed to help you beat talent shortage head-on, from tips to finding great talent in unexpected places, to changing your recruitment strategy for better results. 

1. Write compelling adverts and train your team on copywriting in order to stand out 

SEEK tells us that site visits remain steady year on year but that there are 33% fewer applications. This means your ad must stand out to attract the right people. Copy must always be brief, concise, and clear so that candidates know the type of job they’re applying for as well as what to expect. 

2. Utilise video and voice notes as innovative approaches to candidate reach outs

Standing out from the competition and to your candidates is always a good thing. Change the usual approach and mix it up by sending some voice notes and video content to attract more candidates. This will increase engagement and allow your employer brand to stand out in the market. 

3. Implement and maintain a strong referral program 

You know what they say, word-of-mouth is the best kind of advertising! Promoting an internal referral program could be the best thing that you do to attract talent. Treat your team well and they’re bound to recommend you to their contacts who may be the person you Hire for your next vacancy! 

4. Think like a recruitment agency 

Existing data (resumes, candidate profiles, applications) is a goldmine, so make sure you properly use database / ATS, revisit old applications, and effectively pipeline candidates to make the process more efficient. After all, you already have the data so it’s just making the best of what you have! 

5. Be active in candidate communities, meet-ups, and events 

The best way to reach any market is to be present wherever they are, and this goes for recruitment, too! Don’t miss out on amazing candidates by ensuring you attend roundtables, events, and meet-ups. You could also take this to the next level by encouraging your company executives to become thought leaders and speakers on panels, in order to promote your brand in the market.

6. Create a strong personal brand 

In this digital day and age, it is so important to utilise social media platforms such as LinkedIn to reach and target your candidate market. As of 2021, studies show that LinkedIn has almost 740 million members with over 55 million registered companies so being active, engaged, and known on these channels is a must in this era of recruitment. 

7. Highlight the importance of painting a realistic picture of the role to candidates 

Going beyond the traditional transactional recruitment process means so much to candidates since it shows that you sincerely care not only about filling the job, but making sure they’re the right fit for it. With this, it says a lot for recruiters to paint the full and accurate picture of the role to candidates and maintaining proper communication all throughout the process. 

8. Emphasize the importance of communication 

From the introduction interview stage, all the way to the offer and acceptance part of the process, make sure to continue assisting, guiding, and coaching your candidate through counter-offers to increase not only interest but the chance of employee retention and to minimise the risk of losing candidates in the recruitment process. 

9. Strike a balance between the speed in process and running a thorough process

It can be challenging to balance this as there are times when a position needs to be filled in as soon as possible, but it’s crucial to be both efficient and effective in match-making a job with a candidate.

10. Use case studies, competitor insights, and candidate feedback as a guide 

No matter how many years of experience a candidate manager or recruiter has, the learning and improvement in the industry should never end. There are always new platforms to utilise, new methods to explore, and most importantly, more data that can guide hiring managers in making their already-effective approaches even more bullet-proof. 

11. Build a strategy around internal mobility 

In order to further invest and increase engagement and retention with existing employees, it’s a must to ensure your people are satisfied, continuously growing, and happy to be in your company. Hiring the best talents shouldn’t just end in the “welcome” stage, but should be an ongoing commitment. 

12. Humanise the process 

This is where the importance of human interaction and genuine care for your candidates come in. Don’t be a robot who only wants to make placement after placement, but be an individual your candidates can speak with comfortably so you can match them with their dream jobs, ensuring a positive outcome for everyone! 

Needless to say, finding great candidates in an increasingly competitive market will only get harder unless you adapt to these ever-changing times by molding your strategy and recruitment approach n line with data and candidate experience. It boils down to building strong relationships grounded in communication and trust, and with the right balance, we’re sure you’ll be able to find the best fit for your business in no time.

The world of recruitment is changing and so are the needs of clients and candidates, so make sure you take a step back if needed to see how you can improve your strategy and take on an innovative approach to recruitment. 

If you need help finding the perfect fit for a position or your new dream role, send Lotus People a message today!