Top Recruiting Methods to Help You Get the Best Candidates

By Indeed Editorial Team

Published 1 November 2021

The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.

Attracting and retaining quality professionals is a priority for many companies because these processes can help them remain competitive. There are many established methods of finding top talents for suitable roles. If you're a candidate or recruiter, learning about recruitment methods can either help your job search or make you more effective in finding the best professionals. In this article, we define recruiting methods, explain their importance, differentiate between internal and external recruitment and show several methods to find the best candidates.

What are recruiting methods?

Recruiting methods are procedures for identifying qualified candidates for a role. They refer to how a recruiter can search for professionals. As there are many recruitment methods, recruiters typically combine them to ensure they find candidates quickly. Depending on the role and organisation, using multiple methods can also be an effective way to discover promising candidates.

Why are recruitment methods important?

Recruiting methods are important because they support a company's hiring process. For recruiters and employers, using recruitment methods can help in finding many candidates and increasing the likelihood of selecting a good fit for the role. As a candidate looking for open positions, learning about various recruitment methods can help you align your job search to get a recruiter and hiring manager's attention. For example, if a company searches for candidates online, you can consider increasing your online visibility. Similarly, if an industry leader recruits professionals from job fairs, you can plan to attend these events.

Internal vs. external recruitment methods

Organisations typically classify recruitment methods as internal or external. Internal recruitment involves hiring current team members for open positions in a company. It includes promotions, transfers, confirmations and referrals. Here are the advantages of internal recruitment:

  • Reduced hiring time: Internal recruitment can reduce the time spent looking for candidates outside of a company.

  • Improved employee morale: Finding candidates internally can show professionals that there are clear advancement paths within the organisation.

  • Reduced on-boarding time: Companies who recruit internally often spend less time training team members and introducing them to company policies.

  • Reduced hiring expenses: Finding internal candidates for open positions is typically cost-effective. For example, companies may use boards, newsletters and employee bulletins to fill positions.

External recruitment involves filling a job vacancy with an individual who doesn't currently work in the company. It involves connecting with organisations and creating awareness about the available role. Here are the advantages of external recruitment:

  • More diverse candidate pool: External recruitment can help you hire a more diverse workforce.

  • Improved competitiveness: External employees can bring new ideas and strategies to improve the organisation's practices.

  • Enhanced ability to find specialised candidates: Searching outside a company can help workplace leaders find individuals with relevant experience and training for a position.

Related: Complete Guide to the Employee Recruitment Process

8 methods to recruit the best candidates

Here are effective methods to find candidates for open positions:

1. Advertise open positions

Companies often start the recruitment process by advertising jobs on career websites to ensure their vacant posts have high visibility. Doing this can also improve a company's reputation and brand awareness. Direct advertising typically requires companies to create a job description containing the following:

  • a clear job title for the role

  • a detailed description of a candidate's expected duties and responsibilities

  • a list of educational requirements

  • a description of required skills and certifications

  • a brief description of the company, its work culture and how an ideal candidate can fit into the organisation

A well-written job description can encourage many candidates to apply for jobs that align with their qualifications and interests. Aside from advertising on career websites, companies can also use print and digital media to search for candidates. For example, recruiters may participate in creating job vacancies in newspapers or print flyers.

2. Create a talent pool

Building a talent pool can reduce the time a company spends searching for new candidates. For example, recruiters can build a database of passive candidates for a job. Passive candidates are individuals who aren't actively looking for a new role but might be open to switching jobs if available. A talent pool may also include professionals who the company previously considered hiring. You can expect these candidates to have gained more experience and skills. Over time, the talent pool would typically grow to include quality candidates familiar with the company's hiring process.

Related: What Is Talent Acquisition? (With Steps and Helpful Tips)

3. Engage with promising candidates on social media

Creating posts on social media is another way to find qualified candidates. If you're a recruiter, you can join professional networking platforms to meet with top talents. Posting engaging pictures and testimonials of current team members can also motivate quality candidates to apply for open positions. Becoming more active on social media is a useful way to conduct external recruitment. For example, you may connect with a user who may refer another professional for the job opportunity. Similarly, you may connect with social media users and include them in the company's talent database.

4. Implement an employee referral programme

Referral programmes are useful in organisations that already have a great team. By motivating current team members to refer qualified candidates, a company can increase its retention rate. Professionals who join through referrals often continue in their position for longer because the individual who referred them can help them settle and advance in their roles. Top talents often choose companies where their contacts work.

When creating an employee referral program, ensure you provide meaningful incentives. For example, while some companies offer referral bonuses, others show public appreciation. Employee referrals can be useful for a company's internal and external recruitments.

5. Rehire previous team members

Depending on their reason for leaving, past employees, or boomerang employees, can also fill available positions. For example, if a professional resigned to complete their education, they may be eager to accept the same role after graduation. These candidates typically save an organisation on-boarding costs as they are often familiar with the company's internal processes and systems. Returning team members may appreciate the work culture better, leading to a more positive work environment. Maintaining contact with previous team members is an effective way to improve the chances of a candidate returning to their previous role.

6. Collaborate with professional organisations

A professional organisation advocates for the interests of specific professionals. These organisations exist to advance a particular field. Connecting with professional organisations can help you find candidates across all experience levels. For example, suppose you're looking to recruit a medical professional. You can enquire for qualified professionals from the Asian Medical Students' Association Hong Kong (AMSAHK). Creating job posts and placing them on an organisation's job board ensures you target professionals with the required skills set, academic background and career experience.

7. Attend job fairs

A job fair is an event that employers and recruiters attend to find qualified candidates for open positions. Many educational institutions organise these fairs for students and invite industry leaders to select qualified candidates. Job fairs also offer recruiters the opportunity to meet individuals in person and have preliminary discussions to determine whether they are a good fit for a position. Consider networking events near you if you're looking to recruit for a position quickly.

8. Collaborate with a recruitment agency

A recruitment agency, or staffing agency, is an organisation that connects recruiters and employers with ideal candidates. From screening resumes, to conducting skill tests to organising interviews, many companies hire these agencies to handle the recruitment process. Recruitment agencies are useful for finding candidates for entry-level and mid-level roles. For more senior staff members, such as managers and executives, many organisations hire headhunters. A headhunter contacts passive candidates and speaks to them about a job opportunity and the possibility of working at a different company.

Read more: Headhunting: Definition, Differences from Recruiting and Tips

Ways to ensure diversity and inclusion during the recruitment process

If you recruit candidates for available positions, here are ways to ensure a more diverse and inclusive recruitment process:

  • Blind screening: involves protecting a prospect's identifiable information during screening activities. Organisers can typically only access the career details of candidates.

  • Blind interviewing: is a session where an interviewer asks questions that prospects reply in writing. You can implement it using online chats or questionnaires.

  • Allocations for diversity: involves creating opportunities for protected groups, such as internships and externships for the underprivileged. These opportunities can help them gain work experience and improve their employability.

  • Clear job postings: requires recruiters and company executives to ensure job postings are inclusive and appropriate for the role.

Please note that none of the companies mentioned in this article is affiliated with Indeed.

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