Improving the hiring pipeline is one of the most pivotal moves you can make to take your company to the next level.

However, modern job seekers are not only interested in the business aspect, but also about the intangibles a company has to offer. Hence, it would be best if you were very tactful when it comes to promoting your company culture, work perks, and ultimately creating a robust employer branding. All of these can make or break the deal for you.

If you are reading this article, you most probably have some doubts about your hiring process and looking for a proper fix. Well, cast those worries aside, for we are here to share with you three quick tips on what you can improve to hire better in 2020.

Quick Tip #1: Get to the point. Don’t beat around the bush.

Let’s go back to the basics. It’s an instinct move (probably muscle reflex too) to research on a company you’re interested in joining. This is the time when you are typically attentive to the prospective company’s career page, and not just the job post.

Experienced hiring managers know that hiring is always a two-way street. Talents pick you; you pick talents. So, bottom line, your career page has to answer this golden question: Why should anyone want to work for you?

Wantedly, for example, has a whole section filled with bite-sized reasons on what to expect and why you should join our team!

From team lunches, co-sharing Instagrammable office space to career advancement opportunities, this is just the tip of the iceberg for us. And, of course, you can never forget about your must-haves: Company background, team culture and roles you’re looking to hire.

Remember: If you have a robust employer branding, you don’t need to focus that much time on attracting talents; talents will naturally come flocking to you.

Quick Tip #2: If a picture is worth a thousand words, then a video is worth a million.

Since you have a fantastic copywriter crafting all those captivating copies, you should include a couple of images to add more depth to your career page. And, no, low-quality photos and selfies are not acceptable recommended.

Why not consider including photos of your office space, team photos, and perhaps a virtual tour of your office? If you’re on a budget or do not have access to a photographer/videographer anytime soon, you can always host an office visit! Not only do you get to showcase your company, but you will also get to meet these talents who are interested in joining you.

In the future, you might want to consider other forms of content such as an interview with the CEO of the company or maybe an article on the longest-serving employee in the company. The possibilities are endless.

Quick Tip #3: Communication is vital.

A couple of months back, we published an article on how you can turn your candidate rejection emails into branding opportunities. We weren’t kidding.

Even if it’s going to be an auto-generated ‘Thank You’ email, you need to make an effort to respond to these job seekers regardless if you are hiring them or not. (C’mon, it’s basic courtesy and who likes to be left hanging?)

Plus, in your ‘Thank You’ email, you can share other relevant information about your company, such as a link to your published articles, employee testimonials or recent accomplishments the company has achieved.

Never Sacrifice Speed for Quality

There is no hard and fast rule when it comes to building a hiring pipeline. Thus, the hiring speed differs from company to company.

Take a look at your career page and hiring process to determine where you have the best opportunities for improvement, and focus on those areas first. Remember to track your performance over time so you can be confident that your efforts are producing positive results.

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