Selecting the right candidate is about more than simply filling a vacancy: A great candidate enhances a team and will grow with the company. Finding that perfect fit requires a candidate-centric recruiting strategy that nurtures job seekers at every step - from bolstering your employer brand and improving your interview process to getting the perfect candidate to accept.

To help, we've outlined some best practices for meeting applicants at each phase in their journey. Read on to understand the recruitment strategies you may be overlooking.

#1 Evaluate your employer brand perception

Before a candidate applies to an open position, they need to have some basic awareness of your employer brand and your unique employee value proposition. Start with your company's Glassdoor page, and decide on the story you want to tell applicants. Pinpoint if there are there areas you can easily improve. In addition, consider incorporating feedback from past interview reviews to make the process more attractive to candidates.

Employer branding action items:

• Show off your employer brand on Glassdoor by signing up for a Free Employer Account.
• Highlight why it's great to work for your company on your career page, social media accounts, Glassdoor profile, and more.
• Consider how your company measures up against the honorees on Glassdoor's Best Places to Work List to identify areas for improvement.
• Bring your company culture to life through employee reviews, videos, blog posts, or testimonials from current employees.
• Read the feedback from employees and candidates on your page, and consider how to use it to affect change within the organization.

#2 Nail the job description

Writing job descriptions isn't the most thrilling task, but it's easy to make the mistake of cranking out a flat, generic list of responsibilities. Thoughtful job advertisements attract and inform candidates, giving you a higher quality and quantity of applicants.

Job description action items:

• Identify the job requirements to create the job description.
• Indicate which criteria are "must-haves" and which are optional.
• Clearly state if you're willing to consider a non-traditional candidate.
• Use language that highlights the benefits and rewards of working at your organization, and link to resources where applicants can learn more.

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