A refined and uniform recruitment process reduces bias, saves time, and helps you identify top candidates quickly. It also improves the accuracy of your hiring decisions and increases employee retention rates.

Your HR team may have a database of resumes from past applicants you didn’t hire (sometimes called silver medalists). Revisiting these candidates can help you find the right candidate for the role.

1. Develop a Job Description

A job description is a document that provides an overview of the tasks that need to be completed by an employee. It includes both the daily duties and the big-picture responsibilities of a role.

A well-written job description can help you attract the right candidates. It can also help you create a selection matrix that ensures all applicants are assessed based on the same criteria.

2. Post the Job Description on Your Website

A well-written job description helps you attract the right candidates. It’s also a way to promote your company’s culture and values.

Avoid using jargon or insider language that could turn off applicants. Also, remove biases such as gendered terms and Americanisms.

Having a clear job description on your website will make it easier for candidates to find and understand. Format your page with short paragraphs, headings and bullet points to make it easy to read.

3. Post the Job Description on Your Social Media Accounts

Job descriptions are a crucial step in the recruitment process. They identify the skills and qualifications you’re looking for, which helps to attract qualified candidates and saves time screening unqualified applicants.

Posting a job description on social media can help you promote your company’s culture and employee value proposition. However, it is important to keep in mind that not all social media posts are created equal.

4. Post the Job Description on Job Boards

When writing the job ad, be clear about the skills and qualifications that are essential for the position. This can help to reduce the number of applicants who are not qualified and save time in screening them out.

Avoid using jargon and other bias-inducing language that can alienate potential candidates. It also helps to place the most important aspects of the job at the top of the ad.

5. Share the Job Description on LinkedIn

Using a document style post encourages engagement – an excellent recruitment strategy that helps to push the job listing further up the LinkedIn algorithm. It also gives the candidates a chance to showcase their skills and experience in an engaging manner.

A compelling and succinct job posting is more likely to be shared by professionals. Identify relevant professional groups on LinkedIn and encourage employees to share the position on their personal profiles to increase visibility.

6. Share the Job Description on Facebook

If you have a Facebook business page, posting a job to it is easy and free. It allows you to reach a large audience and may be more effective than posting on external job boards.

When creating a post, include the job description and perks in detail to attract candidates. You can also add screening questions to your ad to help narrow down applicants.

7. Share the Job Description on Twitter

A clear job description can help you attract talent and prevent a candidate from applying for an irrelevant position. It’s also important to avoid biased language in your job descriptions, as this can discourage women and minorities from applying.

Create a dedicated Twitter account for your recruiting efforts to strengthen your employment brand and expand your candidate pool. This will allow you to highlight key aspects of the job description, including transferable skills and opportunities for growth.

8. Share the Job Description on Instagram

Instagram is a visual platform that can be a powerful tool for recruiting. Staffing professionals can use the app to post day-in-the-life photos of teams and events, as well as announce new positions.

Consider using testimonials-videos are perfect for this-of current employees who love their jobs to encourage prospective candidates. This is especially important for younger candidates who want their work to have meaning and purpose.

9. Share the Job Description on YouTube

A video job description can help candidates visualize the role and company culture. Plus, it’s more engaging and attention-grabbing than a plain text job description.

Incorporate a video job description in your recruitment marketing strategy. It’s an easy way to get more candidates into your pipeline. Lumina’s video job posting solution lets you create and automatically edit shareable recruitment videos for any role in your organization.

10. Share the Job Description on Pinterest

Using Pinterest as part of your recruitment strategy is a great way to showcase the company culture. Share pictures and videos of employees working together. For example, Allianz Pet Insurance shares photos of its pet-friendly workplace and Asana, a team productivity software company, promotes its employee benefits, including childcare.