3 Recruitment strategies talent acquisition managers use in 2018

8th Dec 2017 by Manuel Engelbrecht
3 minute read

As the year comes to an end, we will give a brief overview of the most impactful strategies highly successful talent acquisition departments used which will also help them to excel in 2018:


Dealing with customers and applicants have many similarities. However, companies use fundamentally different approaches when it comes to dealing with people they want to hire compared to people they want to do business with - Why?


Lead Generation - When you try to generate new customer leads, you exactly analyse the sources that work best for you, focus on them and cut out the fluff. Many recruiters are only partially aware of their top sources since they do not really measure the process (see strategy 2.). Thus, they have no idea which source works best for which position.

Lead Conversion - If you have a high quality customer in your sales funnel, do you wait a week until you call her back? Probably not. It’s your top priority. The majority companies, however, do not focus on quality over quantity and try to match their KPIs to the detriment of converting the right applicants.

Lead Retention - Even if customers already bought or did not buy, they are re-targeted after some time, since you already qualified them as leads. On the same lines, candidates you did not hire or who left the application process are generally interested in working in your company. Use re-engagement strategies to source highly promising prospects for upcoming positions.


 It’s astonishing how many companies still use “pay-and-pray” strategies. Data helps you to scope out which channels work best for which candidates and boosts your conversion rate by highlighting in which step of the recruitment process the applicants leave (think marketing!).

Measure from click to hire - Smart plug-and-play tools like Ontame.io give you a holistic view on the application process and make you aware of points in the candidate journey where your current approach simply isn’t working.If you measure the whole process, and then use this data to learn from, both cost-per-hire and time-to-hire will be minimized.

Scap incomplete solutions - Many companies have some analysis tools in place, but the structure of their ATS or website doesn’t allow for a measurement along the entire process. Thus, this data become much less valuable compared to tools that merge and analyze data form your career website and your ATS.

Automatize Reporting – Don’t waste your time with manual reports and statistics. The performance of your campaigns can be automated and broken down to country, business unit or traffic sources and leaves you with the most important task – finding and hiring great people.


 Oftentimes, the best source to find highly skilled employees that fit the company culture is your existing team. A great referral program allows you to turn your entire workforce into recruiters.

 The benefits of an active recommendation culture - If you empower all of your employees to participate in sourcing, the opportunities for to higher great quality candidates will skyrocket. Furthermore, studies show that a referred candidate is much cheaper, will onboard faster and will stay in the job longer than a traditional hire.

 Encourage employees - To boost this valuable source of new employees, actively communicate job opportunities and reward successful referrals. A recent example of Google shows that monetary incentives are not crucial – it’s far better establish to company culture that acknowledges and appreciates active participation in the recruitment process.

The Leading HR Analytics Platform

Tailor-Made For Talent Attraction

Contact Us

Tags: Recruitment Strategy, Referral, 2018, Acquisition Data

The 2018 Global Recruitment Benchmark Report

Get insights based on customer data analisis, incl. quality of applicants, country, device type, job category, channels & time-to-fill.