Attracting talent by working on your reputation and brand recognition as an employer. In some cases, firms that have a reasonably attractive corporate culture aren't well known to candidates. The same techniques that are used to brand products such as brand identity can be applied to employer branding.
It is standard practice to publish available jobs in an open forum such as your website. This allows the public to see available jobs and creates an atmosphere of open competition for positions.
Accepting applications and employment inquiries through channels such as your website to build a database of interested candidates.
Allowing your employees to apply for open positions. Tends to improve organizational culture as this provides opportunities for growth and change within a firm.
Employees often have a large network of friends and former colleagues in the same profession. As such, employers commonly offer bonuses to employees who refer a successful candidate. This requires careful management as an executive who brings a large number of people from their former firm can result in a culture shift such as a bozo explosion.
Using techniques such as social media and advertising to create awareness of open positions and your firm as an employer.
Using industry conferences and career events to connect with talent.
Offering students a chance to obtain valuable work experience.
Establishing relationships with universities, colleges and other institutions to recruit students. Many schools hold career events that are open to qualified employers. Alternatively, large firms may hold events that are open to students. Some firms have a culture of recruiting most employees as graduates and carefully retaining talent for the long term.
Word of Mouth
Communicating information in an interesting way to encourage word of mouth. For example, a job description that uses storytelling techniques to paint a picture of an exciting and rewarding mission.
External recruiters who are in the business of discovering talent and maintaining large networks of relationships.
Passive Candidate Research
Looking at candidates who aren't currently in the job market such as happily employed individuals and retirees. This requires research as such individuals aren't going to contact you. It is common to use external recruiters for this purpose to avoid retaliation from competitors.