A simple guide to building a strong recruitment funnel

Recruitment Funnel
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Every recruiter’s dream is to find their ‘other half”, the peanut butter to their jelly, and the perfect candidate for the job. However, just like trying to find the love of your life, it’s not as easy as going from point A to point B. At first glance, the recruitment process may seem like a simple search for talent in a big pool of job seekers, but its mechanics are so much more difficult than it seems at plain sight.

For this reason, Talent Acquisition experts have decomposed the process into a series of stages that will make it easier to digest and asses, referred to as the recruitment funnel. This concept helps create a more visual perspective that facilitates the analysis, optimization and success of the hiring process.

But, what exactly is the recruitment funnel?

It receives its name due to the metaphorical term that illustrates the way it organizes and simplifies the process, the recruitment funnel is a strategy that describes how to manage the different stages of the hiring process in the most effective way possible.

From the moment you set your search into motion by publishing a job ad to the final handshake with your new employee, this funnel allows you to see the weakest links in your recruitment strategies and find the most efficient way to optimize it andminimizing the odds of hiring the wrong person..

What are the stages of the funnel?

1. Making yourself noticeable. The very first thing to worry about is letting job seekers know about the job opening. At this point you need to achieve the most visibility possible for your job ad. A social media strategy is key to boost your employment brand in a technocratic economy, but do not forget about the more traditional referral programs, career sites and job boards..

You can benefit from job aggregators too, because t not only they will bring in a lot of organic traffic to your job ad from passive and active job seekers online, but they are also one of the most cost-efficient options in the market.

2. Designing a sourcing strategy. If you want to find the right people, you have to look at the right place. Not every candidate in the market is good for the job, and not every candidate is interested in your job either. You need nurture your relationship and strengthen the ties with your talent pools.

Modern job seekers are known for hopping from one job to another looking for benefits beyond better salaries during their career, this means that you should focus on keeping your talent pools engaged, whether they are actively seeking you out or passively “window shopping” for new opportunities.

3. Screening for the perfect match. Before you start swiping right or left on your applications, remember that there is a person behind each résumé, and don’t forget that candidates are building an opinion about your brand while interacting with you. Show them who you are and what you are after ¬– including the people you want to be part of your team.

Make sure you have established your candidate persona and that it is reflected on the job description you posted. Be clear about the skills you are after and keep it real during the interview process. This way you will receive valuable feedback that will help you improve your strategies.

4. Assessing and optimizing your process. Every step of your candidates’ experience is important: the way you write the job description, the means you choose to communicate with your applicants, the way you handle the interview, even the moment you decide if it is a go or no-go. Beyond taking them on a pleasant journey, candidate experience is your opportunity to introduce your company to the best talent as “the place they’ve always dreamed of working”.

But, no matter how utopic developing the perfect recruitment strategy seems, analyzing and optimizing each stage of the process can take you one step closer to achieving this. For example, one of the most popular strategies that allows you to go back over your steps in the hiring process is Design thinking, which will help changing your way of hiring based on the feedback recovered from both recruiters and applicants to get the best results. Testing and prototyping your methods while keeping record of the results will give you the necessary insight to build the strongest team.

Can you widen the funnel using Recruitment Marketing?

You can always boost your process and generate a constant recruiting demand by implementing inbound or outbound recruitment marketing strategies that showcase you employer brand. A well-defined company culture will help you spark job seekers’ interest and make them relate to you and dream of working with you.

Grace Cattini
Content Editor & Copywriter