New year. New goals. Old recruitment strategy?
If there’s one resolution hiring managers make year after year, it’s to recruit and retain top talent.
But yesterday’s recruitment strategy isn’t going to cut it. To attract qualified candidates faster than the competition, you need modern strategies built for today’s market.
In this article, we’ll look back at some of the top recruitment trends that got us where we are today, and share five new approaches for a successful recruitment strategy in 2024.
5 recruitment strategies for 2024
- Eliminate all BS from your job descriptions
- Be crystal clear about pay
- Glow up your career page
- Tap into employee referrals for more passive candidates
- Get the most out of niche job boards
Recruitment, then and now: What's changed in the last year?
Before we get down to discussing recruiting in 2024, let’s take a moment to reflect on the ups and downs of recruitment efforts past.
But according to data from Breezy’s Hiring Challenges Survey, jumping these hiring hurdles was easier said than done. More than half of employers (55%) said finding qualified candidates was their biggest obstacle last year.
In 2024, many of these challenges will continue. The good news is, we’ve been here before.
5 recruitment strategies for 2024
The outlook wasn’t always sunny, but businesses rose to the challenge.
Employers in 2023 met their hiring challenges with clear job descriptions, work-from-home perks, and stronger employee referral programs.
But great recruitment work is never finished. Let’s take a closer look at five tactics to improve your hiring efficiency in 2024.
1. Eliminate all BS from your job descriptions
Less is more, especially when it comes to job descriptions.
Potential candidates don’t want to slog through jargon during their job search. According to the data, it’s better to cut straight to the chase when you're posting jobs.
In Breezy’s LinkedIn Jobs Report, employers saw the most engagement on postings with title lengths of 0-40 characters with a clearly defined region and function in the job description.
The report also found that potential candidates were 4x more likely to dislike the employer and 2x-4x less likely to apply when scrolling by an extremely casual job description.
- Focus on the essentials. Ditch the jargon and tell candidates what they really want to know: the job requirements. From location and working hours to key responsibilities, benefits and perks, putting the essential information up front improves the candidate experience.
- Keep it professional. While there’s a time and place for risk-taking, job descriptions should be succinct and professional. Your job posting should be typo-free and neatly formatted. There’s a fine line between relaxed and amateurish, so steer clear of vague or cringe-inducing titles like “rockstar” or “ninja.”
In short, if it’s not an essential part of the role – remove it. With a clearer outline to work with, you can put more effort into communicating the core requirements for success.
2. Be crystal clear about pay
From the rising cost of living to continuing conversations around minimum wage, candidates in 2024 want to know exactly how much money they’ll make in a role.
According to a study from ResumeLab, four out of five job seekers are unlikely to apply to a position that doesn’t include a salary range. In fact, 77% of respondents believe that a lack of salary information should be illegal.
With states like New York, California, Colorado, and more enacting pay transparency legislation, clarity around compensation may soon be the law of the land.
And employers are at a tipping point.
Many companies still hide or expand salary ranges to attract a broader range of experience, or as part of a (fairly obvious) negotiation tactic. But data from the Hiring Challenges Survey found that nearly half of employers say they prioritize fair or above-average compensation for employees.
To win candidates – and more importantly, to win trust – in 2024, employers must show candidates their hand with a transparent salary range in every job description.
- Revisit your compensation strategies. If there’s room in your budget to pay employees more fairly, do it. Even if you can’t offer higher salaries, take time to revisit your compensation package and see what you can do to stay competitive. From added vacation days to an attractive benefits package, give candidates a reason to accept your job offers.
- Include salary ranges in all job descriptions. From entry-level to C-suite, appeal to qualified candidates by including salary ranges for all roles. Make sure to adjust your salary scale to what you’re actually willing to pay employees, and never broaden your range for appearance only. Go the extra mile by explaining how pay is determined: seniority, skills, advanced degrees, etc.
Transparency is a must for modern job seekers. But don’t stop at adding salary ranges to your job postings.
3. Glow up your career page
Forget the meditation pods and ping-pong tables – qualified candidates want to work for companies with strong values and a clear commitment to the work they do. And one of the best ways to illustrate that commitment is through your career page.
In addition to transparent pay, job seekers want to see a focus on flexibility, well-being, and career development opportunities. By optimizing your career page with messages and imagery that portray those values, you can evolve your employer brand and attract a broader pool of talent.
According to Breezy’s annual State of Diversity Hiring report, employers are prioritizing career development (48%), showcasing employee diversity (40%) and differentiating benefits and rewards (29%) to attract candidates from a wider range of backgrounds.
If you’re already walking the walk, it’s time to talk the talk. Reach your recruitment goals by letting job seekers see your commitment to creating a supportive company culture.
- Highlight on-the-job development opportunities. From mentorships to lunch-and-learns, investing in employee development can transform team members into lifelong learners. Create a culture of continuous education and highlight it on your career page so applicants know there’s room to grow.
- Keep it easy to navigate. Your career page can make a lasting first impression on curious job seekers. Make it a good one by streamlining site navigation and proofing for typos. Add an FAQ section, employee testimonials, social media links, value proposition, and thoughtful EEO statement.
In 2024, cross-industry competition continues to heat up. As engagement levels plummet, recruitment experts predict a downturn in employee experience (EX).
For employers with the goods to back it up, now is the time to put your best foot forward with candidates.
4. Tap into employee referrals for more passive candidates
When it comes to recruiting the right talent, it’s all about who you know. And who your employees know.
A strong employee referral program is a must-have recruitment tool. You get a quality candidate with pre-baked culture fit. Your employee gets an incentive. Everyone goes home happy.
In a market where passive candidates are harder and harder to come by, 52% of employer respondents addressed their talent acquisition challenges through employee referral programs. As qualified candidates become increasingly jaded, they’ll continue to look to trusted friends and connections for opportunities.
- Clarify the rules of your referral program. Think about who can submit a referral. Do you only want recommendations from senior employees? Or can new hires with fresh connections also contribute? Is there a limit to how many referrals a person can make? Map out the details so employees know when, where, and how to refer qualified candidates.
- Choose effective incentives. While monetary rewards are the most common (and most sought-after) incentive, additional vacation days, gift cards, and company recognition can also be effective.
If your current employee referral program isn’t delivering the candidates you need, don’t let the staleness set in. The start of the year is the perfect time to update your guidelines and build awareness for new incentives.
5. Get the most out of niche job boards
Welcome to recruitment in the roaring 2020s. No matter which industry you’re in, there’s a specialty job board that fits the bill.
They may even help you shorten the application process and accelerate your time to hire. According to Breezy’s annual Source of Hire Report, programmer-specific site StackOverflow holds the top spot for the shortest time to hire, at 34 days. WeWorkRemotely trailed close behind at 35 days.
Niche job boards can also help you connect with candidates from diverse backgrounds for a more representative talent pool. Breezy data has found that at least half of the employers surveyed are using a variety of job boards and inclusive ads to attract candidates from a wider variety of backgrounds.
- Diversify your recruitment channels. When it comes to recruiting niche talent, it’s all about knowing where to look. Expand your sources of hire by posting open roles on job boards tailored to the skills you need. Double down by partnering with professional groups or organizations that support underrepresented communities.
- Create inclusive job ads. Your chances of making a great hire are only as strong as your job posting. Use clear, inclusive language in your job ad and remove any gender-coded or exclusionary words like “challenging” or “aggressive.”
In 2023, nearly 40% of employers were already leveraging premium job boards. If you’re on the fence, now’s the time to make the jump.
A hiring strategy fit for the future
From diversifying your recruitment channels to revamping your job descriptions, make great hiring your New Year's resolution. And then, make it happen.
These simple-but-effective recruitment strategies will help you win the best talent for your business as we move into a whole new year of trends, challenges and opportunities.
Set the stage for success with Breezy. Build your careers page in hours (not days) with a user-friendly page builder that can be easily customized with your branding.
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