7 recruitment strategies that had notable, successful outcomes

In search of successful recruitment strategies, we asked seven business leaders and CEOs to share their experiences. From reconnecting with former candidates to promoting diversity in recruitment, these leaders provide a wealth of insights.

Reconnect with Former Candidates

One of our most recently successful recruitment strategies was compiling a list of, and reaching out to, former candidates for our jobs. The last couple of years were rough for all companies who tried to recruit and hire new people, and we realized that we lost out on many talented people because of various reasons and circumstances. 

As our recruitment opened up, we decided to reach out and invite many former candidates and applicants, and some of them turned out to be very successful additions to our team.

Max Wesman, Chief Operating Officer, GoodHire

Leverage Employee Referrals

We promoted the practice of existing team members referring prospective candidates for available positions. Because our employees were already acquainted with our organization’s culture and values, this strategy was successful and resulted in a greater cultural fit.

Notable outcomes included decreased turnover rates and accelerated recruiting cycles. Employees recruited via referrals exhibited a propensity for extended tenures with the organization and frequently exhibited a strong congruence with our core values. 

Additionally, the team’s morale was enhanced by their active participation in the expansion of the organization. Employee referrals remain an advantageous method of recruiting for our pool installation company, significantly enhancing the cohesiveness and durability of our workforce.

Jerry Theobald, CEO and Owner, AZ’s Best Pool Service & Repair LLC

Embrace Global Remote Recruitment

At AdmissionSight, we’ve embraced a unique recruitment strategy that has yielded significant results. We focus on remote recruitment, allowing us to tap into a global pool of talent. This approach has expanded our access to highly qualified professionals beyond geographic boundaries. 

One particular success was the recruitment of a team of academic advisors with stellar qualifications from various parts of the world. This diverse team has brought a wealth of innovative ideas and perspectives, enhancing the quality of our services and ultimately leading to an increased student success rate. 

Our recruitment strategy has, therefore, not only benefited our team’s growth but also enriched the experience of the students we serve.

Eric Eng, Admission Expert, Founder, CEO, AdmissionSight

Implementing Pre-Interview Test Tasks

Last year, we started a large-scale recruiting process for senior developer positions in our company. We had definite criteria, so resume screening went smoothly, and many candidates were eager to take part in the technical interview. 

Our recruiters’ calendars quickly filled with 1.5-hour-long meetings, but, to our dismay, most candidates couldn’t solve the first two oral tasks we gave them. This indicated that their level of theoretical knowledge was insufficient. 

As a result, calendars were packed, but the meetings in question only lasted for 30 minutes, leaving our recruiters with useless time gaps and a few successful interviews. We gave our candidates a small offline test task before the technical interview. It took a maximum of an hour to solve, assuming the level of theoretical knowledge was high enough. 

This turned out to be a great tool, as the number of technical interviews plummeted and their success rate grew.

Daria Erina, Managing Director, Linked Helper

Target Passive Candidates

Reaching out to passive candidates has always worked well for us. This is where we contact qualified candidates who aren’t actively looking for a job. They may be on sabbatical or currently employed but may be interested in exploring new opportunities. I could recruit some of the best candidates because of this strategy.

Mark Damsgaard, Founder, Global Residence Index

Focus on College Campus Recruitment

To attract top talent, our HR team focused on college campus recruitment. Targeting students and recent graduates, we sought bright, motivated individuals eager to kick-start their careers. We attended career fairs, hosted info sessions, and partnered with university career centers. With a strong online presence, we promoted our company and available positions on popular social media platforms. 

The results were impressive—reaching a large pool of potential candidates actively seeking job opportunities. We received an overwhelming number of applications from highly qualified individuals excited about joining our company. Through this strategy, we could hire talented individuals who brought fresh perspectives and ideas to our team.

Ryan Hetrick, CEO, Epiphany Wellness

Promote Diversity in Recruitment

One successful recruitment strategy that our HR team tried was diversity recruiting. This approach involves actively seeking and hiring individuals from underrepresented groups, such as women, people of color, LGBTQ+ individuals, and those with disabilities. Diversity recruiting has many benefits for both the company and its employees. 

By intentionally diversifying our workforce, we could bring in new perspectives, ideas, and skills that enriched our company culture and fostered innovation. To implement this strategy, our HR team first identified areas where our company lacked diversity and set specific goals for increasing representation in those areas. 

We then expanded our recruitment efforts to target diverse candidates through job postings on specialized platforms, attending diversity job fairs and networking events, and partnering with organizations that focus on promoting diversity in the workplace.

Zach Shelley, Founder and CEO, A-List Properties