In the world of recruitment, there are many ways to fill an open job role. A single strategy won’t work for every position, department, company, or industry. The best recruiters use a mix of recruitment methods to hire and retain the best talent, but with so many options out there, it can be challenging to pick the right one for your needs.
To help you narrow the list, we handpicked the most tried and true types of recruitment methods to help you hire the right candidate.
The difference between external and internal recruiting
There are a few different categories of recruiting methods, but the two common ones are external and internal recruiting.
External recruiting occurs outside the organization, i.e., from a new candidate pool.
As the name references, internal recruitment is the recruitment that takes place inside an organization, i.e., hiring existing employees to fulfill new positions.
What’s better, external or internal recruiting?
Neither external nor internal recruiting is objectively better than the other, as both have their set of pros and cons.
Internal recruitment will likely require less onboarding time, as the employee is already assimilated into the company and needs solely to focus on learning their new role.
But external recruiting can increase your chances of finding the perfect candidate for an open position and introduce new skills and talent to your company.
If you want to hire the best talent for a role, it’s best to open it to existing employees and new candidates. Using a recruiting CRM can help you eliminate biases when hiring for a position, especially if a current favorite employee is going for the role against a fresh face with no company rapport. For a more extensive list of recruiting tools, you can read our article “The top 21 recruiting tools of 2022.”
14 tried and true types of recruitment methods
Here is a mix of internal and external recruitment methods to help you hire the best candidates for a role.
1. Promote new roles internally
One of the best ways to fill an open position is to look at the talent that’s right in front of you—your current employees. Is there an employee you think would do better in a new role? Opportunities to switch roles within a company can entice some employees to stay on board longer. Plus, it’s easier to assimilate an old employee into a new position than a new one, making it cheaper since you save time on onboarding costs.
2. Use popular job boards
LinkedIn is another social networking platform you can use in your recruiting efforts, and it’s also one of the most popular job boards. Like LinkedIn, it’s a clear idea to post your open positions in places where job-seekers are already looking.
Some other popular job boards include Indeed, Glassdoor, and ZipRecruiter. Most of these platforms are optimized to match your job description to resume applicants to help make the hiring process simpler and quicker.
3. Use industry-specific job boards
If you work for a specific industry, like tech or engineering, there are more niche job boards that you can post on to recruit new talent. For example, AngelList is a job board recruiters use to hire remote talent for mostly start-up or tech companies.
By posting to industry-specific job boards, you are guaranteed to find a candidate who already fits your role requirements.
4. Add a jobs page to your website
Another way to target potential employees is to add all of your open job postings to your website’s careers or jobs page. You can include a link to this page in your footer or bottom navigation for easy finding. Job seekers who browse your site are likely familiar with your product or service or more severe than other applicants.
5. Ask for employee referrals
Another great way to recruit new talent is to ask for employee referrals. It’s always nice to get a personal recommendation from someone you already know, and the same rule applies to hiring new employees.
One way to increase employee referrals is to create a referral bonus program. The employee who successfully refers a new employee can receive an incentive, like a cash bonus or paid time off.
6. Attend in-person and virtual networking events
While networking events may seem a little dated, they’re still a great way to connect with potential job candidates. Due to the pandemic, some companies are now joining virtual networking events, which is a great way to tap into new talent when you’re stuck working remote.
7. Post to your social media channels
If you’re looking to target a younger demographic of recruits, try using social media to your advantage. Many recent graduates use social media to find jobs right out of college. Some even join industry-specific Facebook groups to network with older alums for work opportunities.
You can target these new graduates by posting in their Facebook groups or running targeted advertisements on Facebook and Twitter.
8. Proactively recruit on college campuses
You don’t have to wait for college students to graduate to recruit them. It’s best to visit college campuses before students graduate so you can develop a relationship with them professionally and be the first company that comes to mind when they’re ready to look for jobs.
You can ask college students to opt-in to receive text messages from your company for future hirings. Business texting is a great way to keep in touch with college students as they’re already texting in their personal lives, and you can quickly reconnect with students once they graduate by sending them a simple text.
9. Go “old school” with print advertising
If you want to target a larger hiring pool, you can use print advertising to share open job postings. By adding your available jobs to an advertisement or local newspaper printing, you are likely reaching out to an older and more experienced demographic that prefers print.
Older employees have a lot to offer, and you want to be fair in your hiring decisions by bringing awareness to open positions in the places where they’re likely to look, like print.
10. Alert recruiting agencies about open roles
Are you a small HR team, a business with no internal HR department, or simply need help in hiring? If yes, you can look to external agencies to help you with hiring.
Recruiting agencies are pros in the hiring process, and they can help take away the stress of hiring. These agencies are beneficial during a hiring crunch, where you have multiple roles to fill in a short amount of time.
11. Revisit candidates from old job postings
Just because a job applicant isn’t a perfect fit for a role you hired for in the past doesn’t mean they can’t be one now. You should keep a list of previous job applicants on hand to reference for future job openings. That way, you can look through your archives for candidates who impressed you and are better suited for newer roles you have to offer.
12. Rehire old employees
It might sound strange, but there are times when hiring an ex-employee are ideal. If you had an employee who left for various reasons that have now changed, you could reach out to them again for a second opportunity.
You never know where someone’s career will take them, and while it may seem unlikely that an old employee will return to your business, you never really know until you ask them.
The bottom line: Use a mix of recruiting methods to hire the best talent
As you hire for new roles, your recruiting process will change. Using this list to your advantage can help you have a more spearheaded approach to hiring.