Archive: Mon Dec 2019

How To Make Your Recruitment Campaign Stand Out In 2020

In almost every industry, businesses are shoulder to shoulder in their efforts to impress skilled candidates. Recruitment has responded by becoming more sophisticated, competency-based and targeted.

As a result, to net enough interest from ideal employees, you’ll need to post ads on every job board related to your industry – with each individual role description written to garner the best result.

Both the time and financial cost of this practice – as you can imagine – has skyrocketed in recent years. So, to ensure you get it right first time, we’re breaking down how to make your 2020 recruitment campaign truly stand out.

 

Start as early as possible

 

Leading up to January, make some headway in mapping out your company’s short-, medium- and long-term aims. Identify the talent you’ll need for each goal and tailor your recruitment campaign so that you can recruit them in time.

Senior and executive talent will need to be marketed to in the earlier months, whereas late spring and summer usually heralds graduation for university students. Adjust your timeline accordingly and build teams around availability. Without this foresight, you’re unlikely to secure key talent.

View your job ads as someone’s very first impression of you. With that in mind, recruiting based on immediate need implies a lack of forward thinking. Candidates will perceive you to be half-heartedly playing catch-up after seeing the hiring strategies of competitors.

 

Target your messaging

 

Next, you need to tailor the messages you’re placing on each job board. If some are industry-specific, be sure you’re talking in the right tone of voice and language before posting.

A candidate will want to know how engaged you are with their talents, and whether or not you understand what they’re bringing to the team. If the job ad you post is the same as every other site, the likelihood of being considered an industry leader is slim.

The same is true of the positions you advertise for. A senior IT candidate won’t necessarily share the same interests as a junior marketing officer. So, tailor company benefits and culture descriptions where appropriate.

 

Tighten your processes

 

Once you’ve got a number of applicants interested in your vacancies, don’t drop the ball with a lengthy interview process. Conduct phone interviews with all candidates who meet your standards and be clear about the next stages.

Then, invite those who qualify for a face-to-face interview. You don’t need every member of staff in the room to determine a culture fit, but be sure to ascertain exactly what their personality type is before making a decision.

Ask about their approaches to work, feelings towards incentives and their stance on team dynamics. The more thorough you are in the early stages, the less likely you are to deter quality candidates.

Partner with Net-Recruit

 

Sound complicated? Don’t panic. At Net-Recruit, we do all the heavy lifting in your recruitment campaigns. Combining technology with a personal approach, we’re capable of posting and optimising ads on all relevant job boards.

Each ad will be written by our in-house team and entirely bespoke to your audience. We’ll even conduct the phone interviews if necessary, so that you only meet with the best of the best at the interview stage.

Interested in giving your campaign the ignition it needs to take your industry by storm? Get in touch with our Pioneering People today.

 


© Net-Recruit 2020