Review resumes regularly
Indeed sees thousands of new resumes uploaded daily, which lets businesses connect with a broad range of active job seekers. Regularly reviewing new resumes ensures that you do not miss strong applicants simply because you checked too late.
One way to stay ahead is by using Indeed’s Employer Tools, including setting up resume alerts, which notify you when candidates who meet your criteria upload their details. This allows you to respond quickly and potentially reach candidates before they accept other offers. Reviewing resumes daily allows you to build a shortlist gradually, so you are ready to act even before a vacancy is officially open. By organising resumes in a central dashboard or applicant tracking system, you can easily return to strong candidates and manage the hiring process more efficiently.
Consider internal talent
Before advertising externally, it is worth considering whether someone within your organisation might be a good fit. Internal candidates already know your organisation, understand your systems and culture, and have often already demonstrated reliability. Promoting from within can reduce the time and cost of onboarding while also sending a positive message about career progression to your workforce.
Speak with supervisors or department managers to identify team members who might be ready for new challenges. Sometimes a staff member is already performing many aspects of the role unofficially or has shown strong potential in adjacent areas. Even if the internal candidate does not yet tick every box, targeted training can often bridge the gap quickly.
Hiring internally also shows your team that growth is possible, which helps with employee engagement and retention. Staff who see a clear pathway forward are less likely to leave and more likely to bring their best to the role.
Use social media to expand your reach
Social media platforms offer a great opportunity to share job openings with a wide and diverse audience. Beyond traditional job seekers, social platforms can help you reach passive candidates, those who are not actively applying but might be open to a change if the right opportunity comes along.
To maximise your visibility, include clear job titles and a direct link to your careers page in each post. Short, engaging summaries of the role can capture attention quickly, while visuals such as photos of your team or office give potential applicants an idea of your workplace culture.
Encouraging your team to share job posts through their personal or professional networks can significantly broaden your reach. Posts shared by employees often appear more authentic and trustworthy to potential candidates than those from a company account alone. However, be sure to monitor engagement and respond to comments or questions. This shows that you are approachable and responsive, which can enhance your reputation as an employer.
Broaden your criteria for entry-level roles
When hiring for entry-level positions, it is often more useful to focus on potential rather than experience. Many capable individuals may not have held a formal job in your industry before, but they have transferable skills, are adaptable and willing to learn.
Consider recent graduates, career changers, or people re-entering the workforce after a break. These applicants may not meet every requirement on paper, but they can often develop into highly effective employees with a bit of guidance. Soft skills such as communication, resilience, teamwork and initiative are often more difficult to teach than technical tasks and are just as important to consider.
Rethinking what is truly essential for entry-level roles can help you attract a wider range of candidates. By removing unnecessary requirements, you make it easier for people from different backgrounds to apply.
Encourage employee referrals
Your employees are often the best ambassadors for your company. If they enjoy their roles and feel valued, they are more likely to recommend your workplace to others. Word-of-mouth referrals can lead to candidates who are already familiar with your values and expectations.
You can strengthen this channel by implementing an employee referral program. For example, you might offer a bonus or gift card to any employee referring someone who gets hired and stays beyond their probation period. Even informal recognition, such as a thank you at a team meeting, can encourage participation.
Some businesses also involve employees in outreach activities. Team members can represent your organisation at careers fairs, university panels or networking events, for example. This gives candidates a more authentic view of your workplace and at the same time helps create a positive first impression of your company.
Keep in mind that candidates who come via referrals often stay longer, perform well and settle in quickly. They typically enter the organisation with realistic expectations and a built-in support network, which makes the transition smoother for everyone.
Build connections with local universities
Building relationships with local universities and private education institutions (PEIs) is a great way to connect with motivated early-career professionals. Many students are eager to gain real-world experience while developing their skills, making these institutions a valuable source of future talent.
One way to get involved on campus is by attending career fairs, giving guest lectures or partnering on industry-related projects. Many universities and PEIs also offer work-integrated learning programs, where students can earn credit for gaining practical experience in the workplace.
Advertising vacancies on student job boards and faculty newsletters is another simple way to attract attention. Offering structured internships or casual roles gives students hands-on experience and allows you to assess whether they are a good fit for future roles in your team once they graduate.
In return, your organisation benefits from extra support in the short term and the opportunity to identify future hires. Building strong connections with education providers can also raise your profile and strengthen your reputation within the industry.
Maximise the visibility of your job ads
Writing a clear and engaging job ad is key to attracting the right candidates. In a competitive market, job seekers often scan hundreds of listings, so your ad needs to stand out.
Use job titles that reflect the role accurately and include any key details that might be important to candidates, such as the location, flexible working arrangements, expected salary range and whether the position is permanent, contract or casual. Being upfront helps candidates decide early whether the role may suit them, which can reduce unsuitable applications.
Your job description needs to include a brief summary of the role’s purpose, main responsibilities, team structure and any performance expectations. It also helps to distinguish between essential and desirable skills, so candidates know what is required and what is a bonus.
Inclusive language matters. Avoid gendered terms or industry jargon, and aim for wording that appeals to a wide range of applicants. For example, instead of saying you are looking for a ‘talented developer’, describe the specific skills or outcomes you are looking for.
Promoting your job ad as a Sponsored Job can also improve reach. Sponsored jobs appear higher in search results and receive more visibility, especially in competitive hiring environments or for urgent vacancies.
Promote your employee benefits
Salary is important, but today’s job seekers often place equal value on benefits and workplace culture when deciding where to apply. Offering attractive perks shows that you care about staff well-being and can be a major factor in attracting high-quality candidates.
Therefore, take care to highlight the benefits your organisation offers. These might include hybrid work options, flexible start and finish times, or more than four weeks’ annual leave. Other popular perks include paid parental leave, study assistance, mental health days or access to counseling or well-being programs.
If your company provides financial incentives, such as performance bonuses, superannuation matching or share schemes, mention these clearly as well. Some candidates may also be interested in smaller benefits, such as gym memberships, on-site parking or professional development budgets.
Use real examples where possible. Instead of simply stating that you support work-life balance, describe the specific policies you have in place. This helps job seekers understand exactly what your company offers and whether your environment suits their needs.
Diversify your search locations
Although online job ads reach a wide audience, there are many excellent candidates who may not be active on major job boards. That is why combining digital and offline strategies helps you reach people in different places.
For instance, attending local networking events, business breakfasts or trade expos gives you opportunities to meet candidates face-to-face. Hosting your own recruitment events or open days is another way to introduce your organisation and meet potential hires in a relaxed setting.
Community organisations, professional associations and chambers of commerce can also connect you with candidates in your industry or location. These groups may have their own job boards, newsletters or member networks where you can promote your vacancies.
Importantly, even casual encounters in your day-to-day life can turn into recruitment opportunities. For example, a friendly and attentive staff member at your local café might be ideal for a customer service role in your organisation. So, when you spot someone demonstrating strong people skills or professionalism, consider whether they might be open to a conversation.
Use job boards strategically
Job boards like Indeed allow you to easily reach large numbers of active job seekers. With millions of users across Singapore, you can target your search by location, industry, qualifications and availability to find an employee.
To get the best results, start with a clear, specific job title that includes keywords people are likely to search for. Use headings and short paragraphs in your job ad to improve readability. Include screening questions to reduce the number of unqualified applicants.
Next, post your ad at peak times, which are often mid-week, to increase visibility. Use the platform’s analytics to monitor which ads are generating interest and which ones may need refining. If a job is receiving low traffic, consider adjusting the title, updating the description or testing a Sponsored Job for more exposure.
Job boards are particularly helpful when you are hiring for several roles or need to fill different types of positions at once. They also let you monitor hiring trends, track how long it takes to fill roles and see what similar businesses are offering, helping you stay informed and competitive.
Keep refining your recruitment strategy
Recruitment is always changing. Strategies that worked well in the past, or even just a few months ago, may not be delivering the same results now. Regularly reviewing your hiring data can help you identify trends and make better decisions going forward.
A good place to start is by looking at where your strongest hires came from. Was it a job board, a referral, a social media post or an internal promotion? If one source consistently brings in high-quality candidates, it may be worth directing more of your time and budget there. On the other hand, if a particular method results in weaker applicants, it could be time to explore other options.
Ask candidates for feedback on their experience with your application process. Pay attention to any points of frustration, such as vague instructions or long gaps between interviews. A more seamless and respectful process reflects well on your brand and makes it more likely that strong candidates will accept your offer.
It is also worth reflecting on how inclusive your recruitment practices are. Are you reaching people from diverse backgrounds and providing a fair experience for everyone? Are your job ads accessible and free from unconscious bias? Regular reviews and staff training can keep your approach consistent with your values and make it appeal to a broader range of applicants.
Approaching recruitment as an ongoing learning process allows you to develop a more adaptable and effective hiring strategy. In turn, this can lead to stronger hires and foster a more inclusive, resilient workplace.
