As arguments for and against Brexit are gaining pace ahead of the national EU Referendum on June 23rd 2016, consideration needs to be given to UK employers, the effect on them, and the knock on effect on UK Human Resources Departments and the Recruitment Industry. Whichever way the EU referendum goes, it will have consequences for UK employers.
Take a Look at History
A dominant swathe of those eligible to vote in the EU Referendum in June were not eligible voters back in 1973 when the UK entered the European Union. This has two-fold power. Firstly, this age group of voters are the current working generation, many responsible for business and with it recruitment and employment law and regulations. Secondly, these voters mostly won’t remember what Britain looked like on the outside of the EU looking in.
To understand the implications of Brexit and the EU Referendum now it is important to look at it within the social, political and economic political climate of the pre-EU days. In the heart of the Thatcher era, private business was king. With the entry in to the EU in 1973, the effects weren’t just apparent directly on the economy and trade, but also in a more subtle and slower way through the legal effect of EU treaties gradually making their way in to EU law.
Europe: The Issue for Employers, Human Resources and Recruitment Industries
The biggest implications of the EU on UK employers and therefore their Human Resources departments and the wider recruitment industry needs to be looked at within two key contexts: Employment Law and The Job Market.
Europe and Employment Law
Without a shadow of a doubt, the UK’s Employment Law landscape would look enormously different without the direct influence and implications of being part of the EU. The main Employment Law areas covered by EU legislation include:
- Working Time Regulations 1998 – whilst the UK negotiated various Opt-Outs and Exemptions, the UK is still largely subject to the weekly maximum hours, rest break and holiday entitlements, as dictated by the EU. One of the key reasons the UK negotiated the Opt-Outs and Exemptions was precisely because of UK business concern that such restrictions would hinder UK businesses, damage their profitability, and make working environments too restrictive. However, we were able to negotiate the Opt-Outs, and long-term our competitive edge hasn’t been affected.
- Equality Act 2010 – the EU is largely responsible for bringing the UK fully in line with the rest of the Western World when it comes to discrimination. The Equality Act protects individuals from discrimination on the grounds of sex, race, religion, belief, disability, age, sexual orientation and gender reassignment, marriage and civil partnerships. Without a shadow of a doubt, this Act has made the workplace one that is fairer, and brings in valuable talent previously overlooked due to discrimination.
- Agency Workers Regulations 2010 – these regulations give Agency workers in the UK the right to equal treatment as that of their permanent counterparts. This obviously has a knock on effect for Recruitment Agencies looking to fill temporary agency positions.
- Part Time Employees (Prevention of Less Favourable Treatment) Regulations 2000 – regulations to ensure that part-time employees’ employment rights are protected enabling UK businesses to benefit from more flexible working patters, especially making it possible to make the best possible business use of women returning to work after having children, bolstering the economy overall.
- Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 – similar to the Part Time Employees Regulations, these regulations brought in from the EU help to ensure the UK workplace is fair for all.
On top of the above laws and regulations, the reach of the EU is completely intertwined with UK Employment Law. Europe is responsible for bringing us Maternity Leave Rights (protecting both the individual and the employer) Parental Leave rights, further pay equality than the UK’s own previous laws, Data Protection, Redundancy Consultation, TUPE (Transfer of Private Undertakings), Health and Safety, and Human Rights. All these areas of law are governed by, or largely affected by, EU directive.
All the while the UK remains in the EU then UK business has a voice in the shaping of these regulations. A worrying scenario would be if the UK went down the Norwegian route and the UK was still governed and restricted by these laws, but without the power to influence them going forward. At present, UK business has a strong voice in the EU. Remove this and UK business could find itself hindered.
Europe and Jobs
The Office of National Statistics tells us that 942,000 Eastern Europeans, Romanians and Bulgarians work within the UK. However, these figures can’t be looked at in isolation. The UK plays host to a further 791,000 western European workers. But this figure still pales in comparison to the number of workers the UK has from outside of the EU – a whopping 2.93m, from places such as China and India. These figures need to be considered as a whole, and why the UK economy is currently reliant on non-UK workers.
Working in Human Resources or Recruitment yourself, you have likely been faced with skills shortages from within the UK market alone which you can more easily fill from abroad. This ability to recruit from beyond our own borders gives us economic power. Professor Adrian Favell, from the London School of Economics, says that limiting freedom of movement and employment would deter the brightest and the best that enter the UK from the EU.
Without this freedom of movement the UK employers may have to move to other lower cost, more competitive EU countries. The car manufacturing industry has already hinted at this possibly knock-on effect of leaving the EU. In a slightly different vein, UK farmers would struggle even further if EU subsidies were removed.
Europe for Recruiters: To Stay or Go
There are pros and cons for both camps. The reality is that even if we exited Europe, we aren’t operating in the political and economic climate of the 1970s. We’re now in the digital age, and it seems to remain competitive then we have to utilise Europe to the best of our advantage, whether that’s staying in or getting out. We’d love to hear your thoughts in the comments section below.
Recruitment, and how we do it, has undergone a seismic shift over the last 15 years. The lumbering dinosaurs of Recruitment Agencies no longer really have a safe home. Instead as the employment market has shifted in to the Digital Age, we need a different plan, one that works better in the 21st Century: Enter Flat Fee Recruitment.
A staggering 86% of candidates these days start their employment search by whipping out their smartphone and whilst we’re all getting up to speed on the techy world, it’s pretty much a race to the palm. Being visible, in someone’s palm, isn’t necessarily easy for the amount of other employers clamouring around you. It’s a noisy, busy, dog-eat-dog market place.
Flat Fee Recruitment is bridging the gap for savvy employers who once relied on Recruitment Agencies, and that worked very well, thank you very much. It’s bridging the gap for employers who know they need to shout to be heard in the online job market place but simply don’t have the time or resources to do so. Flat Fee Recruitment is there, taming the unwieldy animal that is the online job marketplace, bringing it under control, and nicely and neatly to your door. Taming this beast requires expert knowledge teamed with time and commitment: something most people looking to fill a vacancy simply don’t have.
However, Flat Fee Recruitment is a relatively new addition to your Recruiting Arsenal, and with change comes fear. But the cumbersome beast is what you should fear, not the Zookeeper themselves. Check out these Top 5 Ways that Flat Fee Recruitment Can Improve Your Hiring Success:
#1: Fill As Many Roles Per Vacancy As Possible In One Fell Swoop:
Those Recruitment Agency Dinosaurs were pretty harsh when it came to what you could expect. You may have needed 5 new graduates all to start in the same position, on the same career path, but they were damn well sure you were going to pay for each and every one of them. Flat Fee Recruitment turns this on its head and you pay for the campaign only, no matter how many of the same roles or same vacancies you have. Whether you need one sales executive or a brand new army, it’s Flat Fee. The idea is to draw in and attract as many suitable candidates for the vacancy as possible. Therefore if you end up with a bunch of candidates you love, they’re all yours, no quibbles, no extra cost.
#2: Expert Players of the Online Job Scene:
As we said, the online job marketplace is a noisy world. At any one time there are literally hundreds of thousands of jobs up for grabs. How do you get your humble ad to stand out from the crowd? It takes expert skill and knowledge that Flat Fee Recruiters have in abundance.
Candidates are a fickle bunch, on average using 18 different sources when searching for a job. They don’t have job board loyalty, they will flit and flight their way from link to link. Grasping their attention takes skill and dedication. Flat Fee Recruiters have honed the precise skills and knowledge to get your vacancy ‘out there’ with unparalleled access to the top boards: from CVLibrary to Total Jobs; JobTube to Career Builder; Fish4 Jobs to Monster – the best Flat Fee Recruiters are on them all.
Think of a Flat Fee Recruiter as a central high profile hub that attracts the best candidates before sending them out to you. In addition, a good Flat Fee Recruiter will monitor, develop and hone your campaign, checking its doing well. They will also choose industry specific job boards for maximum exposure.
#3: Say Goodbye to Smarmy Recruitment Executives:
We’ve all checked the caller display when we have a Recruitment Agency on board and suddenly discovered an emergency that requires our immediate attention away from our desk. Flat Fee Recruiters don’t need to work the schmoozing sales patter, they simply need to get on with the campaign in hand. They don’t need to be in your face, pushing you to accept a candidate in order for them to get their paycheque. Instead, what they do need to do is deliver. The result is that Flat Fee Recruiters are a different breed to the Recruitment Agencies personnel of old. They are professional, working on time and to budget.
#4: It’s Cheaper. Full Stop:
For a start you know what you’re getting. The fees are upfront and clear. No percentages, no placement fees. Just one clear cost with a defined outcome. This leaves your budget better placed for the important recruitment tasks such as employee training, as well as things such as benefit improvement.
#5: You Can Take a Pick n’ Mix Approach:
Whilst most Flat Fee Recruiters will offer one basic package, an excellent one will offer you a Pick n’ Mix of further Flat Fee services that allow you to choose which services you need. You can therefore keep your costs low whilst also creating a unique package tailored for your needs.
At Net Recruit we believe you should be in control of making your Recruitment Campaign exactly how you want it. Therefore, we offer Flat Fee Recruitment with a Campaign Builder Tool allowing you to choose from optional extras such as Advert Preparation (including optimising it for the web, of course); Telephone Screening; Interview Management; and Offer Management. This is on top of our basic package that screens and filters candidates, giving you the best on a plate.
Flat Fee Recruitment – The Recruitment Must Have
Flat Fee Recruitment can bring Employers the best of both worlds. The best parts of the old dinosaur Recruitment Agencies, mixed with the skills of the modern online job marketplace. Flat Fee Recruitment is designed to be cost effective, it does what it says on the tin. It reduces not only cost per hire, but also the time and resources you spend on recruitment too. At Net Recruit we’re Flat Fee Recruitment experts. We know our stuff, and we’re ready to bring you the best.
Job Boards. The Simplest and most straight-forward recruitment strategy, yes? Well, not quite. They are tempting, and an easy Go To Recruitment starting point, but knowing how to utilise them to your advantage can be a tall order. This is a HR Manager’s Guide to Job Board Advertising, and how to get it right.
Business Benefits of Online Job Board Advertising
The business benefits of using online job boards are alluring to say the least. This article gives an excellent run down from a Recruiter’s Perspective: what’s good about job boards, the business benefits, and how to maximise their potential. The business benefits include:
- Online is the Place to Be: without a doubt, recruitment in 2016 is heavily reliant on the internet, therefore making sure you have an Employer’s Presence on the best job boards makes sound sense.
- Candidates Start Here: you only need to look at the odd article aimed at candidates, such as this one, to know that the most active candidates start their search here, having typed in a generic Google phrase. The candidates scour them, and the savviest of candidates know how to play the Job Board game, so if you’re not to miss out, you need to be there.
- Speed is of the Essence: with a quick click of the mouse and a few completed form fields, your vacancy is up, being advertised, and reaching out to candidates. It doesn’t get much faster than a Job Board. Time feels efficient because within minutes you’re accessing candidates.
- Ease of Use: When you have a million other tasks demanding your attention, job boards are easy because they are simple and straightforward to use.
- Money Matters: Recruitment Budgets are often being squeezed. A Job Board advertisement is one of the cheapest options on the Recruitment Market, or at least the upfront costs are known, quantifiable and low.
- You’re in Control: When you place the Job Board advert, the applications are going to come flooding into you. You know what you’re looking for, so post accordingly, and can filter accordingly. The leg work is down to you, so you can stay in control.
- Employer Branding Online: Utilising Job Boards can be a good way of getting your name out there about the type of employer you are, the roles you offer, and generally beefing up your image and Employer Branding.
- Linking to Social Media and Other Strategies: Job Boards are easy to link to your Social Media accounts and any other recruitment strategies you have. This makes a more holistic approach to recruitment.
Top Tips on Choosing the Right Job Board for Your Business
The problem starts when you realise that there are literally thousands of Job Boards out there. But not all Job Boards are created equal. There can be enormous variations from one board to another, and simply ‘dumping’ your post on a random choice is not going to come up with the goods: real, high-calibre candidates. Choosing the right Job Board ensures you attract the right candidates for your vacancy. After all, one high calibre well-experienced and accurately qualified candidate is better than a thousand inappropriate ones. So how do you pick the right one?
- Change Your Hat: Take of your HR Recruiting hat and put on the hat of a candidate. Think as they would think. Where would you start our new job search? Knowing the most savvy candidates, you’re likely to start with a quick Google search. So do this, see which job boards come up on the first page of results for jobs in the area you’re looking for.
- Think About Your Needs: Don’t just dive in but give some care and thought to your recruitment needs. Are you after a specialist or a generalist? Are you after someone with 10 years’ experience or a new graduate? Identify your needs and use this to hone your search.
- Location, Location, Location: Are you looking for a local recruit or are you casting your net wider to the global market?
- Your Niche: Understand and know your business niche. Which job boards cater to this?
- Identify the Top Boards: Now you should have a handful of ‘nearly’ appropriate job boards to choose from. Now is the time to compare them to one another by looking at factors such as site performance and traffic, and therefore narrow your choices down.
- Select the Job Board for You: Once you’ve done the above groundwork, you should have a good idea about which job board is best for you as a HR Manager. Now you can draft your post, fill in the online form, pay the sum, and get cracking.
For more top tips on how to choose the best Job Board for you, check out this Webinar.
Sounds Easy & Cheap
Job Boards do sound easy and cheap, but in reality things are necessarily all they are cracked up to be. Whilst your initial outlay may be low, chances are you’ll be paying a heavier price in the long run when other costs mount up (whether these be due to your time, or indirect recruitment costs such as losing a new recruit early on). Even assuming you identify the right job board for your vacancy first time from the thousands out there, you are still going to be a needle in a haystack. The right candidates finding you will still be largely down to luck. On top of this, you’ve just given your Inbox carte blanche to send you crazy. You will be inundated with candidates. Sifting through them to find exactly the right ones, the ones who do truly meet your criteria is going to take a great deal of time and effort.
Is There Another Way?
For savvy HR Managers there most certainly is. Whilst Recruitment Agencies can bring a higher upfront cost, they definitely bring a personalised and confidential service bringing you the very best pre-qualified candidates whilst honing your employer branding. They are time efficient and cost effective. Nonetheless, Recruitment Agencies can have a bad rap. That’s why Net Recruit is different. We offer a Campaign Builder package that allows you to know exactly what you’re spending and what you’re getting. The result: affordable high quality recruitment, for each and every vacancy, within the Job Board headache.
If you pay peanuts, you’re going to get monkeys, goes a famous quotation normally trotted out for salaries. It applies to recruitment too, which is after all a part of ‘paying’ for an employee. But is it really true? Why are there so many cheap recruitment options on the market if they don’t work? Looking at the Advantages and Disadvantages of Cheap Recruitment is the place to start.
Cheap Recruitment in 2016 tends to encompass a range of options: from generalist recruitment agencies offering a low fixed fee option, to internet job boards, and – to some degree – social media utilisation.
Cost-Benefits & Advantages of Cheap Recruitment
- Glaringly obvious is the amount you pay. Your upfront cost when you go for a fixed price cheap recruitment option is going to be known and minimal. You know where you stand.
- If you have a limited budget then you can work within it whilst still working on filling the job.
- If the recruitment doesn’t work well, in the end you haven’t lost a huge amount. You’ve only lost a limited amount on starting the process again.
- You stand to get a position filled quickly and cheaply without much intervention from you – if it goes well
And that’s where the problems start. Cheap Recruitment is a gamble. There are no guarantees and no comebacks. Look at it this way: a fixed price recruitment solution of £199 that in reality only has a fill rate of 20% is not as cost-effective as a fixed price recruitment solution of £499 that fills over 75% and has a high-retention rate.
The Disadvantages of Cheap Recruitment
Bargains often look good until you look closer. It’s the same with Recruitment. Given that the actual recruitment outlay on hiring a new employee is only one part of a wider cost including induction, training, loss of output during the process, it’s important to consider whether this is really the place to scrimp and save. Given that, even two years ago, the costs of recruiting a new member of staff were averaged at over £30k it seems a dangerous place to make the cut. Cut resources at the first stage of the hiring process and the costs stand to mount up even higher in the long term.
The question to ask is: Are you really getting a good deal? At the end of the day no one works for nothing, so there’s an element of you get what you pay for. Whilst certain Recruitment Processes, like Net Recruit’s, have become highly streamlined and efficient to ensure the lowest cost to the employer, there is only so little a recruitment strategy can cost before it’s uneconomical. Corners will be cut and you won’t see a whole lot for your pound.
In reality, this translates to things like you doing the legwork. With cheap recruitment you’re going to be chasing, filtering, sorting and processing candidates. A cheap recruitment option in many cases becomes nothing more than an expensive middle man with you and the candidates in reality doing 99% of the work. Given you currently have a staff void to fill and a job of your own to do, this can be tough ground.
What it’s Worth Paying For in Recruitment
Whilst protecting and working within your business’s recruitment budget is essential, there are ways to do this that ensure you get the best bang for your buck, and the best use of your time. It is absolutely worth paying for:
- Expert knowledge of your market: the chances are that a recruiter with a specialist niche is going to know the market and candidate base inside out. It’s what they do, day in day out. They have their finger on the pulse and have the insight into the market with a fine-tuned understanding of salaries and career expectations. You benefit from their knowledge.
- Extended Reach: getting your recruitment search further afield to the very best candidates takes time and dedication along with knowing where to look. A talented recruiter will be capable of finding and accessing both passive and selective candidates meaning you really do get the cream of the crop.
- Employer Branding: Knowing that someone is ‘selling’ your company for you whilst you get on with running your business, and doing it as your advocate, can pay not just in this recruitment process but in the next one too.
- Getting Employees Who Stay: Richard Branson is famous not only for his highly successful business acumen, but also for his pioneering approach to staff retention. He says: “Train people well enough so they can leave, treat them well enough so they don’t want to.”. This is an incredibly important point to consider right from the recruitment stage. If you invest in the recruitment process and get a brilliant candidate then invest in them, treat them well, then your recruitment costs not only will be offset against their ultimate input, but you’ll be spending less on recruitment in the long run by getting the right person, first time, every time.
How Can I Drive Down Recruitment Costs Then?
Working with a tight budget in the current market can be a tall order, but there are areas within your control:
- Be clear on what you want and your expectations. It’s worth putting in a little homework at the start to feed a recruiter the best possible brief. It will pay off in time and resources.
- Invest in the recruitment process in terms of both time and money so that you get the right candidate and reduce the indirect costs of recruitment (e.g. a new hire leaving on the last day of training).
Utilising a cost-efficient recruitment strategy that isn’t simply an expensive way of posting on a job board, means that you can avoid duplication and costs. Recruitment can be expensive, but the costs must never be looked at in isolation with focus only on the initial outlay: it’s misleading. And be wary of Cheap Recruitment, unless you want very expensive peanuts for your monkeys.
It’s a relationship fraught with angst, frustration and grief, far too often, when in reality it needs to come down to active collaboration: Hiring Managers and Recruitment Agencies need to heed some important points for managing the relationship between them, before working together to achieve their goal. Net Recruit can’t stress this enough – when it comes to a successful recruitment partnership, effective communication is everything.
Take Your Time at the Start
The nature of the beast is often such that the Hiring Manager didn’t get to pick and choose when they had to take up the gauntlet of recruitment once more. To them recruitment is an evil that interferes with the real business of getting on with their job. The result is that it’s all too easy for them to contact a Recruitment Agency flying by the seat of their pants, desperate to pass the buck as quickly as possible.
Unfortunately, there are far too many Recruitment Agents out there willing to take the task, get a signature on the dotted line, and run with it. This is instead of using their skills to guide the Hiring Manager in to an understanding that they need to put in a little time and effort at this stage, in order to pay dividends (in terms of both time and money) in the long run.
The first contact between Hiring Manager and Recruitment Agent needs time. For the Hiring Manager they need to understand that whilst this isn’t the most desirable element of their job, it is an important one, and they must approach it as the essential task it is. For the Recruitment Agent they need to use this first round of communication as a chance to set expectations, and truly get to know and understand the needs and requirements. This is the time to dedicate to drafting an organised, specific, brief.
Speak One Another’s Language
Recruiters live and breathe recruitment. It’s all too easy to get lost in the jargon of the industry without taking the time to understand the language of the industry you’re recruiting for. The onus is on the Recruitment Agency here: get to know and understand the industry you are recruiting for as if it is your own. Then remove your Recruiter’s Jargon, and communicate on the same page. If it’s a seismic oil-exploration industry that is used to boats – and therefore calls it’s office-based teams ‘Crews’ – you do the same. If they are a theme park who call all their staff ‘Cast Members’ – you do the same. Remember as a Recruiter, you know your industry inside out, and the Hiring Manager knows theirs. But this is largely a one-way street, and the role of the Recruitment Agent to get on board with the right lingo.
Foster Trust in all Communications
On both sides, Recruitment Agents and Hiring Managers need to say what they mean and mean what they say. Stick to your word. If you say you’ll get back to the other side on Monday morning, you get back to them on Monday morning. Don’t make false promises that you can’t keep. For the Recruitment Agent this means don’t be unrealistic about the candidates you’ve got coming in, and for Hiring Managers this means not simply saying what the Recruitment Agent wants to hear to get them off your back. Remember, this is a collaboration, you’re both on the same side.
Hiring Managers – Be an Active Participant
Don’t simply sit back and wait for the best to come to you. Whilst your Recruitment Agent is employed to fill your vacancy, they can’t do it in the dark. If you want the best then you are going to have to be proactive in this partnership, and not simply reactive and always caught on the back foot. Say when is a good time to dedicate to the task, and then make yourself available. Importantly, for key elements of the process that rely on you, don’t become a bottleneck and your own worst enemy.
For some worthwhile data on how the communication and relationship between the Recruitment Agent and the Hiring Manager effects the overall outcome of the process, check out this study by the iCIMS Hire Expectations Institute. They analysed 400,000 jobs and surveyed 375 hiring managers and 600 recruiters to see where bottlenecks typically arise. They found that the average CV spends the longest time of all, 37% in total, sat with the Hiring Manager, longer than the interview stage even. Don’t be the bottleneck – this process is to benefit you.
Never Stop Communicating
The more open and frequent the communications, the more you collaborate together and understand each other. They needn’t be long communications, but regular time touching base and getting an understanding of where the other one is, is time well spent. This way you’re not wasting time trying to get up to speed each time you get in touch.
This approach is absolutely essential when it comes to feedback – on both sides. This facilitates a continuous improvement loop. If the Hiring Manager takes the time to explain the reasons a candidate wasn’t suitable, then the Recruitment Agent knows not to submit a similar candidate again. If the Recruitment Agent feeds back to the Hiring Manager that several good candidates are being put off by the Hiring Manager’s low salary offers, then this is valuable information for moving forward. This continual de-briefing process moves you along the recruitment channel towards your overall goal.
Finally, work on consistency in your communication. For each side to be able to trust the other, and for both sides to move seamlessly through the recruitment process, there must be consistency. It’s no good if one week the Hiring Manager is firing off emails to the Recruitment Agent a dozen times a day, and then the next is not contactable. This doesn’t facilitate trust and a productive recruitment environment.
Consider using some Recruiting Tools, such as the customisable ones from The Recruitment Toolbox , to facilitate a consistent approach to your recruitment.
With these tips incorporated into the relationship, you’ll be well on the way to improving communication between Hiring Managers and Recruitment Agencies in pursuit of your goal: fast, efficient, cost-effective recruitment.
It could be said that the problem with recruitment marketing is that it is a specialism that any Joe Bloggs thinks they can do. Generalists are all too willing, often fuelled by fears of expense, to believe anyone can do it. Whilst this may work on some level – you’ll get someone to fill your role – the chances are that you’re not getting the best, at the best price. Even more significantly, taking a generalist approach means that costs quickly ramp up to far more than if you had used an expert in the first place. Recruitment Marketing matters.
It might be possible to fight your own legal battle, but you aren’t going to do as good a job as a trained solicitor. It might be possible to cut your own hair, but it is likely to look worse than if you go to a trained hairdresser. It’s the same with recruitment: it may be possible to do it in-house but it’s not necessarily going to be best. In order to understand why, we need to debunk the myths of recruitment marketing and replace them with facts.
The Myths Debunked:
Myth #1: I know my company best, so in-house is best
You do know your company well, you’re the expert, but you’re an expert at what you do not on Recruitment which is a wild beast that needs to be tamed. You’re worried a recruiter will hound you or you will be sold people you don’t really want.
Fact: Recruitment Marketing is a specialist skill, and recruitment consultants want you to recruit a new employee that reflects well on them, so that you come back for repeat business. It would be counter-productive to a long-term relationship to simply encourage you to take any old candidate. Reputations matter. Additionally, a Recruitment Specialist can put in the time on recruitment so that you don’t have to, leaving you to get on with what you really do. Recruiters have one weapon up their sleeve that either an Employer or Candidate don’t: they know both sides of the fence, and spend their days jumping back and forth gaining the very best insights.
Myth #2: Recruitment Marketing simply involves posting on Job Boards
If you want a quick insight into what Recruitment specialists really get up to on a day to day basis then take a look at this description by Prospects. Or take our word for it – there is a whole heap more to Recruitment Marketing than simply utilising job boards.
Fact: If Job Boards were the be all and end all then Recruiters would have been out on the streets a long time ago. Job Board posting is simply not enough to repeatedly find, attract and motivate the best of the best candidates and match them to the right employers.
Myth #3: Recruitment Marketing is easy so anyone can do it
It’s not rocket science to understand. However, it is time-consuming. It also requires a level of experience, understanding and skill utilisation that goes far beyond that which the average generalist can provide.
Fact: Recruitment Marketing is a specialised area that involves a huge range of skills. For successful recruitment marketing you need to be adept at people management, administration, advertising, budgeting, social media management, and that’s all before the more refined skills of short-listing, interviewing and offer management.
Myth #4: Social Media is now the be all and end all of Recruitment Marketing
There’s no denying that Social Media is now an essential part to any worthwhile recruitment strategy, but it simply doesn’t work as a stand-alone element. Take the example of Hard Rock Café, who attempted a recruitment marketing campaign simply using Facebook – the result was a deluge of candidates, none of whom were screened, that made for a number too vast to actually process.
Fact: Social Media needs to be used as part of a Recruitment Sales Platform that includes elements of sourcing, screening and attracting. Social Media can be used for Recruitment Marketing but it needs to be done with an expert experienced hand, carefully managing Employer Branding holistically across the board.
Myth #5: Small or One Man Band Recruitment Marketers are just after a quick buck
These guys have a bad rap as cowboys, but in the majority of cases this is simply unfounded.
Fact: Often small recruitment marketers are in fact the best of the best. They are true consultants, experts at what they do, and with a proven track record and a reputation to keep. They may have a system or package that they know works, like our very own Campaign Builder – it’s an expert service affordably driven to ensure that you get the cream of the crop.
Myth #6: The best candidates will seek you out
Whilst it might be nice to think this, unfortunately it’s not true. The very best employees are often not even on the lookout, and have no problem in securing a job. Therefore, the converse is true: the best are unlikely to seek you out.
Fact: To entice and encourage the best, you need a recruitment marketing strategy that reaches deep to draw out the very best, make them believe they want to work for you. Sourcing can’t simply rely on an active pool of candidates, but needs to go beyond this.
Myth #7: Recruitment Marketing is too time-consuming
For fee-earners having to take on the task of the Recruiter, there is no doubt that Recruitment Marketing eats time. But it’s only a reality if you allow it to be so.
Fact: By using a Recruitment Marketing expert, as well as recruitment technology, you remove the time-consuming element and simply get to enjoy the fruits of someone else’s labour.
Myth #8: Recruitment Software can do it all for you
We’ve come a long way in terms of technology that can be utilised in recruitment. Databases have grown arms and legs and it’s all too easy to believe that the whole process can become a simple case of coding.
Fact: The human element matters. Recruitment software can’t replace intuition and gut feel, it can’t compare interactions and balance different feelings. It has its place in streamlining the process, but human interaction is still essential.
Once the myths are debunked, Recruitment Marketing can do its job: getting you the best of the best, employees that will drive your business forward, whatever their role and whatever your specialism.
One of the best ways for those in charge of recruitment marketing is to attend the best available recruitment conferences. There are so many reasons why you should attend conferences, here are but a few:
- The amount of valuable knowledge to be gained from the talks and seminars, which can then be put into practice within your business.
- Endless networking opportunities.
- The profitable leads you can potentially generate.
Finding the right recruitment conference for your needs can be a tiresome job, so with that in mind we have put together a roundup of what we think are the best around.
A free to attend series of events with over 200 returning delegates, this recruiting conference fuses an array of networking opportunities together with a selection of 20-minute keynote presentations from industry experts.
Boasting a perfectly balanced agenda which combines peer-to-peer networking with knowledge providing and tool sharing sessions, there is a lot be taken from this recruiting conference. Delegates from all aspects of the recruitment and HR professions will gather to attend talks from award-winning speakers from companies such as House of Fraser, Mencap and Coca-cola.
With 15+ talks spread over two days, including speakers from top companies such as Shazam, AXA and Indeed. This conference will be a great opportunity to hear the latest industry leading thoughts on:
- enhancing your employer brand and proposition.
- reducing recruitment costs, increasing retention.
- leveraging gamification and digital recruitment.
This is not one to be missed and is expected to sell out fast!
Do you want to learn how to create a recruitment market leading company? Do you want to focus on delivering an excellent service to your clients? If so, then this is the conference for you!
- 30 Euston Square, London – 9th March 2016
The only Online Recruitment focused conference you’ll need to attend this year! Anyone worth their salt will be at the Grange on the 12th July. Crammed packed with talks, demos and networking events to help you stay on top of the game. We can’t recommend this one highly enough!
- The Grange City Hotel, London – 12 July, 2016
If you think we missed any must-attend recruitment conferences, be sure to share in the comments below.
Recruiters typically have full days, with plate spinning and priorities to juggle galore. Without some well thought out and aptly managed house-keeping it won’t take long before the House of Cards comes tumbling down. If you’re not up to scratch as a Recruiter there’s always another waiting in the wings, so it matters that you’re on the game and proactive at being successful. So how do the most successful recruiters ensure they keep their house ship shape and spick and span? We’ve compiled our favourite recruitment tips below to get you started.
The Early Bird Catches the Worm
There’s a good reason this article is about what smart recruiters do in the morning. Simply put, utilising the time before work and before the rest of your office has had their morning caffeine shot is the key to giving you the edge for success.
Early rising is a common trait found among the vast majority of successful people from politicians, including prime ministers and presidents, to entrepreneurs. You may not think much of Maggie Thatcher’s politics, but the Iron Lady was an early bird and there’s no doubting she got things done with focus and determination. Successful characters are known for their dawn-raids giving them a head start over the later sleepers.
Morning people are more proactive and, essentially, more productive. By carefully having a Morning Plan of Attack, you can become a smart recruiter by employing these top five good house-keeping for recruiters tips. So before you press snooze again and turn over for another 15 minutes’ slumber, think wisely about how this morning slot could make or break you as a successful recruiter.
#1 – Plan, Plan, Plan
By using the lull before the storm to make a map of your day, a detailed plan, you can take some of the thunder out of the storm itself when it hits. By making a daily plan and using it to keep on track throughout the day means you are more likely to realise your goals. Reflection is easier first thing in the morning after a good night’s sleep, so one of your first priorities of the morning should be to reflect on what needs doing, work out your recruitment priorities, and make the most of the uninterrupted problem-solving time.
Importantly, you need to commit the plan to paper (or the electronic equivalent!) that can serve as both a checklist and a motivational tool. If you haven’t got one already, consider using a free app like Any.do to help you organise and manage your day. Advance organisation cuts wasted time later on. Don’t forget to plan in breaks – well-rested recruiters are better recruiters.
#2 – Make Your Day Top Heavy
When making your map of the day using your Early Bird time, make sure you load tasks and actions into your schedule in a top-down way. Make sure the meatier, harder tasks are up there at the start of the day. Why? Because by getting the hardest tasks done first you use the best of yourself for the trickiest elements of your job. Additionally, it doesn’t loom over you giving you a sense of doom to you for the whole day. And, last but not least, tough tasks are guilty of being procrastination generators.
It’s amazing how much time you can ‘waste’ in a bid to avoid the real task. Therefore, if you’ve got a tricky customer to call, or a report to write, schedule it in for first thing on your list. This means that as your day goes on you are rewarded with the easier and more mindless tasks when you don’t necessarily need to be at optimal best.
#3 – Visualisation
Entrepreneur.com assert that all the most successful Entrepreneurs have one trait in common: visualisation. By focussing on and seeing yourself achieving your goals, you are more likely to actually achieve them. By taking a cheeky 10 minutes to hone your visualisation skills, you are actively driving your success. There’s nothing “woo” about it if it means you have the cutting edge. For handy tips on how to get started with visualisation techniques check out these ideas.
#4 – Stay Ahead of the Game
When you work in Recruitment life gets a tad full. It’s easy to spend all your time on the minutiae of individual jobs and necessary fire-fighting and the endless tennis game of communications and lose sight of the bigger picture of your industry. For successful recruiters, it is essential to spend a short part of your morning routine keeping abreast of your industry. Read articles and news pertaining to your business so that you can follow and predict trends.
Winning and influencing people, which is essentially the prime aim of Recruitment, requires knowledge and information that can be rapidly out of date if you don’t stay ahead of the game. Additionally, nurture and spend time on mentor relationships, enabling you to learn from the best of the best. Lifehack believe another trait in common among successful people is having and utilising mentor relationships.
#5 – Be Social
Finally, part of your Early Bird Catches The Worm approach should include making time for your Social Media body scan, as well as analysing job boards and client websites to find out information but also to show your visibility and presence. By connecting and reconnecting with your network you build the links to take you from a good recruiter to an excellent recruiter.
Smart Recruiters know that by taking a little time first thing every day, for a spot of house-keeping following the above tips, then their day will flow more productively and success will follow as a natural by-product. The difference between average and able is the ability to approach the day with planning, purpose and being on the second lap whilst your competitors are still on their starting blocks. Be proactive with your day, not reactive, and you’ll have those plates spinning in sync in no time…and a solid house of cards that won’t fall the minute a new candidate so much as breathes in your direction.
With the festive holidays quickly approaching and 2015 coming to an end, let’s take a look at some of the best recruiting resources we’ve stumbled upon and dug this year.
It’s been a great year for the HR and Recruiting industries with some award-worthy content being put out. There’s been tonnes of great blog articles, free ebooks, videos and even browser extensions released this year, all helping to make your life as a recruiter easier.
So, without further ado, huddle the human resources department and let’s take a look at what we think were 5 of the best Recruitment Resources of 2015. Enjoy!
It’s no secret that the UK Recruitment Industry is booming. Piggy backing on a strong UK economy, a recent study concluded that sales for the top 100 recruitment companies were up by more than 10% compared to the previous year.
Whilst business is booming, so is the demand for a solid Online Recruitment Software. The market is flooded with options when it comes to choosing the right software, so with this article we aim to provide an insight into some of the most desirable features.