There’s a large market for top talent currently, and some industries are quick to scoop up anyone from a top school, sometimes before they’ve even graduated. But they have recruitment and talent confused. Recruitment can help your business grow; talent only gives it the hope of growth.

Automate Whenever Possible

Recruiting technology used to be the downfall of the hiring process, leading to many missed opportunities. But now, this intelligent software will allow your recruiters to spend more time engaging with applicants rather than sorting through applications.

This sort of technology allows any recruiter to identify possible candidates for the current opening and save ideal candidates for future openings. Automation is now a recruiter’s friend. Recruiters who are able to spend an adequate amount of time interviewing will, in turn, provide the business with better talent prospects.

Allow Recruiters to Plan

Companies will often raise the alarm for new talent when a position is already empty. Unfortunately for the person coming in, it means that they’re already behind in work that they’re new to and for everyone that means that the company will never be “caught up.”

But recruiters often see the ebb and flow of open positions over the years. Allow them to interview for positions preemptively. Recruiters are able to plan for an opening, and they can also plan to bring on people through training, enabling the training department to operate with greater efficiency.

Use Company Referral Programs

Although not every in-house referral is worth their weight, you’ll find a lot of quality talent from your hardworking staff. Company referral programs allow recruiters to get a handful of applicants processed early as employees may approach them about suspected openings.

Because company referral programs rely on current employees, it allows applicants to have more knowledge about the position than what any recruiter could explain in a job posting.

Be Specific and Strict with Job Postings

With technology, you only need one job posting, but that job posting needs to explain everything from company goals to daily work expectations. Job postings that are too long will lose the attention of most readers, but that’s an advantage. Any serious applicant would read through to the end without hesitation.

However, a detailed posting should include specific points and many job requirements. These job requirements must be strict across the board whether they are from a company referral program or an external applicant. Hiring the best means being specific from the start and initiating a high expectation before the person has the position.

Hire for Problem Solvers

Earlier we mentioned college students snagging top jobs before they’re technically graduated, but that’s not proof of intelligence, only that they can complete schoolwork. However, allow your recruiters to dive into a person’s ability to think and solve problems during an interview critically. Intelligent employees will contribute innovative solutions to everyday problems.