--- title: 7 Recruiting Strategies to Excel in 2021 description: 7 recruiting strategies to help you in 2021. image: https://inbound.hargerhowe.com/hubfs/SmallRecruitmentMask-2.jpg --- [781.425.5005](tel:1-781-425-5005) [Facebook](https://www.facebook.com/HargerHoweAdvertising/) [Twitter](https://twitter.com/hargerhoweadv) [YouTube](https://www.youtube.com/user/hargerhowe) [Instagram](https://www.instagram.com/hargerhoweadv/) [![HargerHowe_Logo_2024hr](https://inbound.hargerhowe.com/hs-fs/hubfs/HargerHowe_Logo_2024hr.png?width=327&height=79&name=HargerHowe_Logo_2024hr.png) ![HargerHowe_Logo_2024-204](https://inbound.hargerhowe.com/hs-fs/hubfs/HargerHowe_Logo_2024-204.png?width=204&height=49&name=HargerHowe_Logo_2024-204.png) ](https://hargerhowe.com/) - [home](https://www.hargerhowe.com/) - [Agency](https://hargerhowe.com/agency/) - [Services](https://hargerhowe.com/services/) - [Our Work](https://hargerhowe.com/showcase/) - [Blog](https://inbound.hargerhowe.com/blog) - [Contact Us](https://hargerhowe.com/contact/) - [Home](https://hargerhowe.com/) - [Agency](https://hargerhowe.com/agency/) - [About Harger Howe](https://hargerhowe.com/agency/) - [Q & A](https://hargerhowe.com/q-a/) - [Services](https://hargerhowe.com/services/) - [Digital Media](https://hargerhowe.com/services/digital-media/) - [Inbound Marketing](https://hargerhowe.com/services/inbound-marketing/) - [Media Placement and Creative Services](https://hargerhowe.com/services/media-placement-and-creative-services/) - [Social Media](https://hargerhowe.com/services/social-media/) - [Recruitment Marketing](https://hargerhowe.com/services/recruitment-marketing/) - [HH Direct Search](https://www.hargerhowedirect.com/) - Our Work - [Case Studies](https://hargerhowe.com/showcase/) - [Featured Content](https://hargerhowe.com/featured-content/) - [Blog](https://inbound.hargerhowe.com/blog) - [Contact Us](https://hargerhowe.com/contact/) [Facebook](https://www.facebook.com/HargerHoweAdvertising/) [Twitter](https://twitter.com/hargerhoweadv) [YouTube](https://www.youtube.com/user/hargerhowe) [Instagram](https://www.instagram.com/hargerhoweadv/) [Refine your recruitment with HH Direct Search!](https://www.hargerhowedirect.com/) # 7 Recruiting Strategies to Excel in 2021 - [Home](https://hargerhowe.com/) - [Blog](https://inbound.hargerhowe.com/blog) - 7 Recruiting Strategies to Excel in 2021 ![](https://inbound.hargerhowe.com/hs-fs/hubfs/SmallRecruitmentMask-2.jpg?width=723&name=SmallRecruitmentMask-2.jpg) [Dec112020](https://inbound.hargerhowe.com/blog/archive/2020/12/11) **Audio version** 2020 has been no stranger to struggle and adversity, but the future may be starting to look brighter. As an employer, it is essential that you can attract and secure new talent in this rapidly evolving world. With these seven strategies in mind, you can better set your company up for success at the turn of the year.   **1) Emphasize Diversity & Inclusivity**   In a year marred by numerous tragedies, it is important to recognize that while the pandemic may have taken center stage, racial injustice and discrimination still influence our lives’ every day. While great strides have been made nationwide in favor of greater inclusivity and representation of our country’s diverse spectrum of peoples, there will always be more to accomplish. As recruiters and employers, it is important to recognize this and act accordingly.   According to a recent blog article on Yello’s website, roughly [83% of candidates](https://yello.co/blog/diversity-in-the-workplace-statistics/#chapter-1) consider a diverse workplace to be an influential factor when considering an offer of employment. Many employers are now reallocating funding, using new hiring technologies to minimize biases, and readjusting long-standing workplace policies.   **2) Multigenerational Employment**   Now so more than ever, the workplace is populated by a wide range of ages and generational workers. With this in mind, it is important to consider each demographics’ respective differences in values and priorities. A young, college grad may be willing to sacrifice salary for location, while middle-aged talent may be more interested in putting more dollars into their retirement fund.  Identifying and catering to these aspirations and ideals can help you gain greater appeal as an employer and strengthen your workforce. It is also important to understand that these different generations use different websites, app and social platforms, so one size does not fit all.   **3) Commit to offering remote work**   It is the new reality of the professional world: working from home DOES work and can be quite effective when implemented properly. While the global pandemic may have been the catalyst for this adjustment, it seems increasingly likely that the ins and outs of office life are going to be permanently changed. Going forward, it is a necessity to be able to offer at least some flexibility in terms of remote or virtual work.   Not only does this cater to your pool of possible employees, but a safer work environment and greater awareness of public health can only reflect well on your company. As reported by a 2020 IBM survey, about 54% of currently employed individuals would prefer to continue working from home after the pandemic, while 75% would like to do so occasionally.   **4) Virtual Interview/Hiring Process**   With remote work being more prevalent than ever and regarding the health hazards of face-to-face interviews, video interviews are going to be heavily implemented. As a recruiter or employer, it is important to familiarize yourself with the respective software such as Skype or Zoom. These applications allow for employers and candidates to meet and connect on a deeper level than can be achieved over phone calls and email, which can be more attractive to potential employees. The days of handshakes and office interviews are behind us for now, but demonstrating the flexibility to maintain the standards of your hiring process can keep you in that frontrunner spot.   **5) Increased Communication & Transparency**   Unemployment numbers have hit record numbers over the past year, so it comes as no surprise that there will be many job applications to look over. With this in mind, remember that every piece of paper is an individual with concerns of their own. Top talent can move on quickly when not given attention to their application or inquiry. Be straight forward with timetables, reply to emails, and be transparent about what applicants should expect.   The last thing people need now is greater confusion and uncertainty. If they are willing to give their time to you, show them that you know their time is valuable.   **6) Readjust Employee Benefits/Incentives**   Among the many effects of COVID-19, employers have seen a shift in the desired benefits for their employees. While healthcare, overtime availability, and paid vacation time are always going to be attractive, certain existing benefits have lost their appeal. For instance, in the world of remote work, who wants to be given a commute stipend? As an employer, it is important to recognize the changing needs of your employees and respond accordingly. Not only does this make your current talent happier, but it makes you more attractive to those searching for employment.   **7) Apply a new, innovative sales pitch**   At the end of the day, it is important to recognize that in the current environment, the applicants are in the driver’s seat. After all, if they don’t want to choose you, you’ll be out of talent very quickly. So, it is important to sell your workplace as the right fit for them. Unfortunately, pandemic lifestyle has taken away office tours and holiday parties, so you have to identify other selling points to share with your future employees. Whether it be something existing or maybe a new 2020 innovation unique to your company, it has to grab their attention and keep their interest better than any other employer out there.   Employee Benefit News say it best in their October 23rd article, stating that beyond benefits and perks, conveying the [**culture of the company **](https://www.benefitnews.com/list/3-tactics-to-navigate-company-culture-in-a-remote-world)remains just as important. You have to create an idea in their minds of what employment there is like and how they fit into this picture. After all, the bells and whistles may get them in the door, but it takes a little more substance to keep them around. \*\*\* Navigating the new world we find ourselves in is often challenging, but with the proper tools and strategies in place, maybe this transition can be a bit easier for everyone. If you have any other questions regarding recruitment, please feel free to reach out to a Harger Howe account manager. [by Michael Walsh, Jr.](https://inbound.hargerhowe.com/blog/author/michael-walsh-jr) [December 11, 2020](https://inbound.hargerhowe.com/blog/archive/2020/12/11) ### Share This Article - - - - - ![Michael Walsh, Jr.](https://inbound.hargerhowe.com/hs-fs/hubfs/Michael%20HS%20Pic-1.png?width=80&height=80&name=Michael%20HS%20Pic-1.png) #### Author:Michael Walsh, Jr. Michael Walsh is a lead generation and CRM specialist with experience helping sales and technology organizations optimize inbound funnels and improve lead acquisition strategies. A graduate of Lehigh University, he focuses on building data-driven marketing systems that convert interest into measurable pipeline. Michael closely follows trends in physician recruitment marketing and the broader healthcare workforce landscape, with a particular interest in how digital strategy can help healthcare organizations attract hard-to-reach clinical talent. 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