7 Most Popular Recruitment Channels to Speed Up Your Hiring Process

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Smriti Rajan comes from a political science and literature background, having an immense passion for writing across varied topics. She has written several articles and blogs for diverse audiences worldwide. She has produced several research publications, policy frameworks, and opinion pieces for think tanks, government institutions and corporates. Alongside this, she writes for a large Fortune 500 clientele and is a key contributing writer for Wikistrat on their EMEA desk. Currently, she resides in India.

Getting successful recruiting brings in fantastic staff who can help the business expand. The main recruiting platforms are the bread and butter of any HR and recruiter with an emphasis on talent acquisition. These networks are so commonly used because of their demonstrated efficacy, and because companies recognize that they are the most direct and cost-effective way to reach out to applicants. Understanding what comprises the major recruiting networks, along with individual benefits and disadvantages, is the first step in the effective recruitment of talent within all organizations.

Here’s a roundup of the 7 most popular recruitment channels:

1. Job boards

Job boards are the number one channel for digital recruitment. Nowadays most of the vacancies are posted on internet job boards. It’s a cost-effective method, as most job boards allow you to post a vacancy for a small fee or even for free.

More than two-thirds of job seekers utilize job boards to help them in their search. This widespread use of job-boards allows for an abundance of job applicants, with varied backgrounds and skills.

Popular platforms like Indeed, Glassdoor, Monster, and many others provide a space for employers and candidates to discover one another. More companies should leverage the competitive nature of these platforms and post their job listings on more than one outlet for maximum visibility.

Here are some ways to make your job ad stand out:

  • Write a captivating and compelling title: It should draw attention and generate curiosity, being able to portray the organization’s culture within a few words.
  • Use relevant keywords: Digital success depends heavily on effective search engine results. Hence, make sure to include keywords that are relevant to the job role, the industry, qualifications, and the nature of tasks.
  • Sell the position: Tell candidates about the benefits they will have if they did the job like – flexible working, Friday fun, health and wellness memberships, and other lucrative perks.

2. Company career page

A company website is a great selling point to showcase why prospective hires should consider working for your company (such as highlighting career growth, job environment, salary, medical facility, and other perks). It is your company’s digital representation. When job seekers find themselves browsing your website, their interest will first draw them to the dedicated “careers” page.

If you’re a larger company, you might even have your own career site. Make sure that your vacancy is easy to find and that it has the same type of layout as your main website. This approach often finds better-qualified applicants, as the applicants are already aware of your company. It is a great way to market your company to potential clients and employees.

Points to keep in mind: 

  • Offer multiple contact options by which candidates can give out their contact details or other information. 
  • Consider the SEO element, by including captivating titles and other information about the role and company.
  • Introduce Google Analytics onto every page to determine how the audience is interacting with your website, where potential talent comes from, and how job seekers measure up with your employer’s values.

3. Employee referrals

Employee referrals continue to be counted among the most efficient recruitment channels.  As it takes minimal effort and minimal costs, employee referrals can yield some of the best talents. A candidate referred by a current employee is likely to have the right skills and abilities required by the applied position. Also – the greater possibility of cultural compatibility which translates into higher employee satisfaction. 

Tips for successful referral process:

  • Offer rewards and/or recognition to employees who refer successful hires for the job openings. 
  • Publicize the rewards and recognition on your company’s career page, newsletters, blogs, social media page, and other marketing campaigns to make your employees highly aware. 
  • Consider giving out smaller rewards to people who gave you a referral even though the person was not taken into service. 

4. Recruitment agencies / Headhunters

The recruitment agency is a good choice to explore when you have a short time frame, and have not been able to fill a vacancy, or have found high vacancy turnover and need professional assistance. There are mainly two types of recruitment agencies  – contingency firms and retained firms. The former style is completely performance-based and you have to pay them only if they are successful in placing an employee with your company.  The latter form is contract-based and must be paid regardless of the result.

5. Social media networking 

Social networking is by far the most active element of the new age and the strongest way to communicate openly and immediately with potential candidates. 

With the growth of LinkedIn, it has become one of the most popular sources to acquire fresh talent. With over 500 million users LinkedIn is a great source to find highly qualified professionals from a wide range of backgrounds.  Yet there’s more to social media than just LinkedIn. Facebook, Twitter, and even Instagram are becoming increasingly popular, particularly among young professionals. A further advantage is the comparatively low cost of ads on these channels.

Useful practical tips for leveraging social media:

  • Think about your messaging and how you can reach your target group. 
  • Encourage your employees to share job openings on their social media platforms.
  • Use the company’s social platforms to highlight what’s unique about the business and its culture. 
  • Observe and recognize activities across your different social media networks such as – queries, responses, comments, and other interactions. This will help in understanding what areas your social media recruitment efforts should focus on.

Social media is a great recruitment channel. Plan your social media recruiting strategy early and use your social media platforms wisely.

6. Branding 

“Employer branding” is a concept that refers to the whole endeavor of a business or agency to advertise itself as a suitable place of employment to prospective hires.  This is one of the most effective sources of hire. Companies prefer branding themselves by highlighting advantages such as versatility, greater market exposure, incentives, transparency, collaboration, and community spirit. 

7. Recruitment Management System (RMS)

RMS is increasingly gaining a spotlight for HR geeks and modern entrepreneurs. It is a holistic recruitment system that serves as a one-stop service. From posting jobs across various channels, screening, and scheduling candidates, assessing their qualifications to find the right one, and eventually hiring someone.

This system helps reduce complicated procedures, diminish complexity, or eliminate that unnecessary paperwork. It’s a win-win situation for both recruiters and candidates since many of the processes runs autonomously in itself. 

Examples of RMS:

  • Applicant Tracking System (ATS)
  • Artificial Intelligence & Machine Learning
  • Centralized Database: collecting all applicant data, serving as a talent pool for future job openings.
  • Analytics: systematically examining campaigns and projects of the recruitment.

ATS database

ATS is a kind of software application that can be used by employers to manage job applications and guide the recruiting process. With the details contained in the database, you can test and screen candidates, arrange interviews, draft rejection letters, check references, and finish the paperwork for new hires. 

ATSs can also help employers:

  • Determine from which recruitment channel a candidate came to know about the vacancy
  • Identify talented potential hires
  • Post jobs to many multiple social media platforms
  • Benefit from features like customized forms and automated resume ranking

Therefore, HR must optimize the use of ATSs not just to search for fresh talent but also to leverage the talent already present in the system.

ALSO READ: 10 Unique Virtual Team Building Ideas and Activities

In Summation

In consideration of the wide variety of platforms available for hiring the best talent, HR must determine which channels are ideally tailored to organizational needs and learn how to use the chosen channels successfully and efficiently. With recruitment being the backbone of the organization, it is essential to have a successful recruitment system.  

Good luck with all your recruitment activities!

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