10 Tips for Building a Strong Recruitment Database

What is one tip you have to help build a strong recruitment database?

To help you build a strong recruitment database, we asked HR specialists, recruiting professionals, and business leaders this question for their insights. From networking on social media to updating your database regularly, there are several tips to help build a strong recruiting database and applicant tracking system.

Here are 10 tips to build a strong recruiting database:

Update Your Database Regularly

We have an extensive database that is updated daily based on our company’s nine-step process that focuses on results. Our team of recruiters follow what we call the “Strelcheck Process,” which details each meticulous step to finding the right provider for our clients.

Part of our process includes in-depth candidate evaluations, so when clients approach us with an open position, we can review candidates who align with the role. We evaluate each candidate’s desires, skills, and fit for the position. When you have clear priorities in your screening process, building a strong recruitment database is the natural result.

Paul Breen, Strelcheck Healthcare Search

Always Be on the Lookout

As an entrepreneur, I believe proactive sourcing is required to enhance the flow of qualified individuals to your candidate database and, as a result, to the organization’s human capital. 

Traditional methods are used, such as headhunting, Internet searches, and so on. In addition, social media sites have recently proven to be rich terrain for potential candidates. Whether or not there is an impending opening, a proactive recruiter is always on the lookout for new applicants.

Steve Scott, Spreadsheet Planet

Prioritize User Experience

In order to build a strong recruitment database, prioritize the user experience. Run tests by applying for one of the open positions. Analyze how simple or complicated the process is and make adjustments accordingly. This allows a company to manage the expectations of applicants while determining if their skill sets are relevant for the role.

Aiden Cole, Nailboo

Use Every Feature LinkedIn Offers

Using LinkedIn can really be crucial for keeping in touch with potential candidates. Whenever you post a job, and that role is filled, be sure to let the other applicants know that there may be other upcoming positions for which they’ll be considered. You should always hold on to their information and continue to keep an eye on noticeable talent to add to your recruitment database.

Marc Atiyeh, Pawp

Network on Social Media

It’s common knowledge that networking is the key. However, when it comes to recruitment, networking on social media is a true life-saver.

To build a solid and consistent recruitment database, one has to regularly post on social media like `Linkedin, Twitter, Google+, and potentially Facebook. Regular quality posts mean you always gain a new audience engaged and interested in your online activities.
Such consistency and quality on social media always pay off. 

You will be remembered by people and will stay at the forefront of top talents’ minds when applying for jobs. This will lead to a more extensive and higher-quality database and, subsequently, to new hires.

Ewelina Melon, Tidio

Attract Candidates With Strong Employer Brand

If your company has a strong reputation, then you’ll attract strong candidates. Create an employer brand that’s memorable and consistent on all your platforms. Assign employees as ambassadors and encourage the organization to talk about the company outside of work.  Your employer brand should permeate throughout the company. This will attract candidates who share the same values as the company.

Michael Hennessy, Diathrive

Create Engaging Content to Fit Candidate Profiles

Creating online content according to your candidate profile enables recruiters to engage with the right candidates for the role. A candidate profile is a collection of the characteristics and skills for a specific position. From there you can create and share content on your website, social media, and newsletters that will resonate with your ideal candidate. 

Determine what your desired job seekers are interested in and customize content that will draw them in and encourage them to apply for the position. Offering relevant content enhances recruitment productivity and helps build an employee database from which you can quickly choose top candidates for open jobs.

Desiree Medellin, Peels

Include a “Join the Team” Job Opening

Many people will look for jobs, but will move on if there’s nothing open that applies to their skillset. Make sure you always have a job listing that makes it clear you want great people to connect with your company, even if the timing isn’t right. Motivosity lists a job that says, “This job description is not for a specific position. 

Sometimes we meet someone who we just know has to be on our team. We then figure out what the right place is and then figure out a way to make it happen.” This approach means people will submit their information, which builds a recruitment database and makes hiring easier in the future.

Logan Mallory, Motivosity

Never Stop Recruiting

Even if you have a large candidate pool, you should never stop recruiting and building your recruitment database. You never know if candidates will want to work for your company, and you never know what positions will open up and you will need to recruit for. 

Keeping the pressure on and always recruiting candidates and building your recruitment database will set you up in the best position not just now, but into the future. Always be building up your pool and never get in a position where you stop recruiting and think you have plenty of candidates.

John Wu, Gryphon Connect

Get Referrals From Existing Candidates

Even if your recruitment database is filled with candidates, be sure not to get complacent. Even if you have few positions open, you can never have too many talented and qualified individuals on file. 

One of the best ways to strengthen your recruitment database is through obtaining referrals from existing candidates. This helps to grow your database organically with high quality leads – people who are more likely to respond when you reach out.

Your first step is to communicate with existing candidates on file and ask whether they know any talented individuals who might qualify for an open position. Then, look into contacting the individuals that they recommend. Little by little, you’ll fortify your database with a steady stream of proven professionals.

Tina Hawk, GoodHire

Terkel creates community-driven content featuring expert insights. Sign up at terkel.io to answer questions and get published. 

Small Business Computing Staff
Small Business Computing Staff
Small Business Computing addresses the technology needs of small businesses, which are defined as businesses with fewer than 500 employees and/or less than $7 million in annual sales.

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