If you do not already use a software tracking system for your recruitment system, it is time to upgrade. Spreadsheets and simplistic data management is no longer enough to manage potential employees. Like customers, recruits need full profiles that include all information available about them and their relationship with the company. These profiles need to be closely tied to the recruit’s position without the recruitment project so that all HR workers can see at a glance what stage the recruit has reached and what decisions currently need to be made regard their status. With so many hosted options available for tracking today, there is no reason not to use such a handy system.

Social media can help your recruiting efforts, but only if you are willing to properly invest enough time and resources in social networks. Closely managed your Facebook and LinkedIn accounts. Participate in discussions, seek out potential talent, and regularly post about important industry trends or business news. The more you become involved, the more easily you will find and connect with recruits. Again, there are plenty of software solutions and vendor platforms available to manage social media if you do not currently have enough time to invest.

Job descriptions are more of a science than an art in this digital age. You need to create a job announcement and job description that utilize several important keywords to describe the position and allow potential recruits to easily find it through their own searches. It is a good idea to create several keyword combinations before making your job description, then make the description based around these words – and any legal requirements your company may have regarding job postings. It is a good idea to keep a database of landing pages for entry-level positions so you can access and repost them whenever necessary.