With a wealth of recruitment solutions coming to market, how do you decide which is best for you and which will get you the results you need?
No two businesses are the same and neither should your recruitment projects be. You should tailor your recruitment solutions to your specific challenge and culture to help find, engage and hire the best talent for your business.
But with so much choice, how do you decide what’s best for you? This is where it can get complicated, because utilising just 1 of the raft of solutions available won’t change the world. You no doubt heard the craze around the launch of Google Hire and Facebook Jobs, but there’s clearly something missing as Facebook jobs is currently only advertising 174 live vacancies in the UK. Most recruitment agencies have more than that!
Which Are The Best Job Sites?
There’s no quick and simple answer to this question. Whilst there are many superb job boards out there – Jobsite, Indeed, Dice, Monster, Total, CW jobs - are just a few of them, it can be difficult to choose one that will give you the best results. One alone doesn’t even scratch the surface of available candidates as job hunters tend not to have any loyalty in that area, but advertising across all the boards available can be very costly if you choose to do this yourself.
And even after you’ve chosen which board(s), would you know how to write your advert to ensure the best response, continued visibility and quality of candidate? Don't let you advert get lost in the noise - we’ve written numerous blogs on this subject alone READ MORE HERE!
What’s more, people looking at job boards are actively looking for work. What about those passive candidates – how do you attract those with a simple job advert?
70% of recruiting budgets are spent on job boards, recruiting tools and staffing agencies, but employer branding is the #1 area where talent leaders wish they could invest more. (Source: LinkedIn Global Recruiting Trends Report)
Do I Need An Online Recruitment System?
A recruitment system, or ATS Onboarder is vital to ensuring a positive candidate experience whilst making it easier for you to manage all communications. Our blog on 6 Key Features Your ATS Must Have highlights all the areas you need to consider if you are looking to utilise an ATS as part of your recruitment strategy.
Should I Use A Recruitment Agency?
There are some exceptional recruitment agencies in the marketplace, but sometimes the service levels you receive differ depending on the individual you are dealing with, so it’s important to choose carefully.
If using an agency is your preferred method make sure you choose one with a strong reputation and lots of happy client and candidate testimonials. Candidate testimonials are often overlooked but are such a vital gauge of how the agency will perform as custodians of your employer brand. Look at their recruiting methods too – how do they attract those hard to find candidates? Do they just place a job advert on the boards, or do they have a strategy using innovation and creativity to attract the best for you. You really do need to invest your time to make sure you get the best from your agency.
What Is Recruitment Marketing / Social Recruiting?
Done well, recruitment marketing will give you -
Recruitment marketing isn’t about what you do once someone has applied for a role; it starts a long time before that. What you’re trying to do is attract as many people as possible to consider you as an employer whether immediately or in the future.
Just like you may be trying to attract clients to your business with blogging, SEO and targetted ads, the same applies to attracting potential candidates to your company. With the future of recruiting becoming increasingly digital, creating content to attract the right target market will be vital to your continued recruiting success. Not only that, but starting this process now will immediately give you the edge over your competitors who are yet to catch on to this amazing and highly cost effective way of recruiting.
The best way to connect in today’s world is via social media. This doesn’t mean only posting jobs – sometimes that can have a negative effect as can give people the impression of high staff turnover, even if this is not the case! Without a story behind the advert, potential candidates will reach their own conclusion very quickly. Make sure you're telling your story.
Social media needs to be an honest representation of your company. Show what life is like, a typical day, showcase Funday Friday, or anything else that is unique to you. Think about your ideal candidate and what you think would attract them to you outside of the role itself. If you want to find out more about attracting candidates through great content we've written a great blog on that too.
But social media isn’t just about posting content. It’s about listening, engaging and connecting with your audience. This is a vital step and so many companies don’t take advantage of it.
All of this is just the tip of the iceberg and to really stand out from the competition, not just now but in 1, 2, 3+ years, now is the time to invest in a recruiting strategy that works for you. The changing recruiting landscape is why we introduced JobHoller, to allow companies of any size, with or without internal resource, really get the best out of their recruiting budget. Give us a call today to find out how we can make your budget stretch further - 01244 567967