Successfully Recruiting In The Current Job Market

 
The main challenges for recruiters and hiring managers are residing in answering these two questions:
 
How do I build a strong pipeline of qualified candidates?
What should I do to beat the competition and secure a great candidate?
 
Building a Great Candidate Pipeline
There are multiple ways to advertise your openings in this day and age. Indeed and networking referrals proved to bear the most fruits for me.
 
Job posting tip: a creative ad would attract more candidates than the cookie cutter type that mimics the job description.
 
Stay away from the overused buzz words when describing the qualities you are looking for in a candidate. My favorite one is “dynamic”. Reading Indeed ads, I get the feeling that I would get kicked towards the unemployment line unless I describe myself as being, well, dynamic.
 
Refresh your ads often. I recommend every 3 days if possible, but at least once a week. If the candidates are searching by the date posted, an old ad has way less chances to be seen than a newer one. I get most of my leads within the first 48-72 hours after placing the ad.
 
Another source of great candidates comes from employee or network referrals. Some of my best hires came from referrals.
 
Securing the Best Candidates
Most recruiter and hiring managers are discouraged by the numbers of job interview no shows.
Here are a few things to consider to help you improve your success rate.
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