Employer Branding
One of the most common strategies is employer branding which has several meanings.
At Drivenets, we have chosen to focus on capabilities that relevant candidates will recognize us as a company that develops virtual router management software, and not as a company that deals with autonomous vehicles.
Candidates are Customers
Seeing candidates as customers drove us to be creative and provide them with full transparency in each stage, in order to have prior knowledge of the whole recruitment process. Additionally we chose, together with our marketing team, to conduct SEO (Search Engine Optimization) so that on any search with keywords related to Drivenets, we would come up first.
Candidate Experience
One of the most important criteria for us. When a candidate has several offers, they are usually quite similar in their components. What will make the candidate choose a company is where they will feel that they’re in the right place and have the best fit with the people. For this reason we put a great emphasis on candidates.
Awareness
Increasing public awareness of Drivenets as a leader in the telecommunications market. As it goes, a company needs to be seen or read about at least 8 times in order to be remembered. This is why we worked in this arena to appear in press articles, participate in podcasts, and organize meetings and conferences for developers, networkers, and select military units relevant to us for future potential recruitment.
The Strategy
In order to reach a high quarterly recruitment quota, we built a program that focused every week on four different jobs. The recruitment criteria was very strict due to the fact that we were looking for people with specific experience, for a specific role, in a specific location, and with specific rolodex.
The program was divided into 5 key focuses:
-
Management
-
Sourcing
-
Social Media
-
Employment Agencies & Recruiters
-
Recruitment Resources
Management
-
Managers within the organization are accountable and should collaborate with recruitment teams
-
Conduct weekly management brainstorming meetings on potential candidates
-
Each of the management teams checks with relevant contacts – venture capital firms, senior executives, past acquaintances, potential companies
-
Clear selling points and a competitive compensation package
Sourcing
-
HR approaches top potential candidates
-
Focus on the current recruiting needs
-
Management proactively approaches potential candidates from within their connections
-
Review active candidates, approach passive candidates, conduct interviews, and extend offers
Social Media
-
Actively research and appropriate candidates interests and presence
-
Publish relevant materials in the according channels to increase exposure
-
Build a social campaign for recruitment and promote with sponsored advertising
-
Organic posts Tech / management posts / blogs
Agencies
-
Expand the agencies you are working with to build a pipeline
-
Utilize recruiter customers, bearing location in mind
-
Create a close relationship that connects them to the process
-
Be transparent about their importance to the company
-
Include them into your wins
Recruitment Resources
-
Focus on recruiters relative to the specific location and field for which you are hiring
-
Utilize outsourced / freelance recruiters until the end of the project
-
Create initiatives such as sending a happy holiday message featuring a recent article and invite them to get in touch if relevant
When it comes to building a recruitment strategy we must always start with research, delving deep into the field, reading relevant content and articles, and gathering information that will help us succeed. Ask the right questions, build on past experiences, and understand where the challenges are and how we can deal with them based on the research.