Write about this blog post content from the perspective of a tenured eLearning Developer. Write in a friendly creative tone that is sharing your perspective about a new blog post you found and want to share your insights about. Rewrite the highlights using your opinion to elaborate on them from the perspective of an eLearning developer. Preserve the original HTML to links as much as possible for your reader to explore. Create at least 3 titles using H2 tags that are related to this post. Each title content should have a minimum of 500 words in each new section. The idea is to write from your perspective about the post to provide your insight about each section for new readers who are in the eLearning industry and interested in learning about new trends, topics, ideas, and information. Rewrite the content for context in this blog post for your readers. Exclude any advertising or marketing materials from the content. The article should include details and expand on ideas where possible. Create an interesting opinion about the article and it’s topic for readers to enjoy. Quote the article when applicable.
For context: You are an eLearning developer and designer named Adam. Your blog is intended to bring attention to eLearning articles you find interesting and you write about them on your site. You primarily work with Articulate Storyline 360, Rise, and create courses with lots of AI features to increase user engagement. Your goal is to share the information with your readers and provide a link to the source blog post if the learner wants to read about it. While writing your blog post, include other links to reputable sources using alt text for the link and having the link open in a new window. When adding these links throughout your post, use a tag as well. Make sure to use tags to create section headings and
Include a link to your ‘Prebuilt Courses’ section on your site where people can order a course to be customized based on over 20 topics. You build custom solutions and offer these courses as a way to quickly fill a client’s portfolio of online courses for employees or solopreneur content creators. People can get a prebuilt course in only a few days using your white glove service. Here is a link to the cataloghttps://an802adam.biz/all-courses.
Make sure to end the blog article with a link to the source content originally titled: 6 Insider Tips For Successful External Recruitment
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The source URL to link to is: https://elearningindustry.com/insider-tips-for-successful-external-recruitment
Here is the content to rewrite: 
External Recruitment: How To Attract The Best External Talent
Imagine an employee has left their position, or you discover that your current workforce lacks a particular skillset that is essential for keeping up with the competition. What do you do? The obvious answer is to prepare a job ad and launch a hiring process to find a candidate to fill the gaps in your organization. In fact, this hiring method is one of the most common among organizations and is often the first option that comes to mind when new talent is needed. But how can you ensure a successful external recruitment that will identify the right candidates for your organizational objectives and requirements? In this article, we share 6 insider tips to help you maximize the effectiveness of your external hiring process and connect with the right talent.
Getting External Recruitment Right
Concentrate Your Recruitment Efforts
There are multiple ways to source external candidates, but they are not all equally successful. Each company may find different recruitment techniques effective, which means that you need to identify what works best for you. For example, some businesses may realize their best candidates have come through recruitment agencies, while others may prefer new hires from employee referrals. In such cases, it makes sense to invest in your relationships with the recruitment agency you collaborate with or to further incentivize current employees to refer candidates from their network for job openings.
Optimize Your Job Descriptions
The most important tip for effective recruitment is to pay close attention to your job ads. These listings are the first impression candidates get from your company, and they might discourage them from applying if they are poorly crafted. For instance, including a skill requirement that is not essential for the role may drive away potential good fits. Another mistake is using non-inclusive or masculine-oriented language, which could alienate female applicants. Therefore, make sure your job ad contains only the necessary details, reflects your company culture, and is inclusive of all potential candidates.
Make Your Company A Desirable Employer
Achieving successful external recruitment depends not only on finding the best candidates but also on attracting them to your organization. Businesses that take the necessary steps to establish themselves as desirable employers have better odds of finding talented applicants and can allocate fewer resources to their recruitment efforts. Becoming an attractive workplace requires offering competitive benefits, emphasizing your commitment to employee development, and building a strong company culture that everyone wants to be a part of. These factors contribute to high employee satisfaction and enhance your brand reputation among potential candidates.
Create An Effective Onboarding Strategy
Something essential to remember about the success of recruitment is that it is closely linked to good onboarding. A well-crafted onboarding strategy that spans from the interviewing stage to the employee’s first months at their new job can significantly increase employee engagement and retention. By supporting new hires during their first steps in your organization, onboarding facilitates smooth integration and accelerates their time to productivity. On the contrary, lack of support and guidance during this crucial period may lead to higher turnover rates and additional hiring expenses to replace exiting employees.
Use The Right Technology
Although external recruitment is a popular and effective method to source and attract talent, it can also be particularly complex. Imagine having to manually receive, store, and review dozens, if not hundreds, of applications for each job opening. It sounds impossible, and it often is. This is why you must use the right software and tools to streamline the various steps of recruitment and reach the best possible outcome. Some options that can help automate and simplify these processes include LMSs and ATSs. For example, an ATS can scan CVs for keywords and filter out unsuitable candidates, while LMSs are essential for the onboarding stage.
Communicate Effectively With Candidates
The final tip for successful external recruitment to keep in mind for successful hiring is communicating effectively with candidates. Specifically, you must update them about the progress of their application, even if they are rejected after the first automatic scan of their CVs. This approach should also continue later on, informing candidates about the number of interviews they can expect or what the next steps are after receiving a job offer. Keeping candidates in the loop creates a positive impression of your company and maintains their engagement throughout the hiring process. Even if they don’t secure the position, they will still view your company positively and choose to reapply when another position opens.
Conclusion
Successful external recruitment can bring valuable new talent to your organization, helping it foster innovation and drive success. But this will only happen when you execute it correctly, as hiring external candidates can be a complex and lengthy process. However, by using the right technology and putting enough care into the way you craft job descriptions and promote them to potential candidates, you can be certain that only the best and most qualified candidates will knock on your door.
