5 recruitment mistakes you could be making (and how to avoid them)
In today’s job market, candidates hold more power than ever before. For recruiters, this means more pressure to impress job hunters and make the hire quickly and efficiently. But are you doing everything you possibly can to stand-out from the competition and recruit the best talent?
According to data from CV-Library, poor hiring decisions can cost businesses up to £15,000 a year. What’s more, candidates are admitting that there are certain areas that put them off applying for jobs. Below, we explain the 5 recruitment mistakes that you could be making and how you can avoid them.
Poorly constructed job adverts
A staggering 94.7% of candidates say they’re more likely to apply for a role that has a clear job description. And who can blame them? A well-written job advert will naturally be more inviting because it clearly outlines who your company is, why you are hiring and what the position involves.
Follow this format and you’ll stand a better chance of boosting your application rates. This involves bullet pointing out the key responsibilities of the role, as well as the key skills and qualifications needed. You should round off the job advert with a quick mention of what the candidate can gain from working for you – this is also a good opportunity to shout about any workplace perks you offer your employees.
Lengthy application process
It’s important to remember that your job advert and application process are the first impression a candidate will have of your company. Therefore, you need to make it as engaging as possible. Think about your application process: how long is it? Is it easy to navigate? What are candidates required to do?
What’s more, think about the fact that more candidates are searching and applying for jobs on mobile. If they aren’t able to apply for your roles through their devices, they may end up abandoning the entire application. Think about how you can make it more efficient. Do you need so many screening questions? What information do you really want to gain in the initial stages?
Too many interviews
Research tells us that a lengthy recruitment process puts off candidates. While it’s important to ensure that you have an effective screening process, consider how multi-stage interviews may be viewed by candidates. For example, do you require a candidate to complete a telephone interview, an initial face-to-face interview, a second interview, and a final interview?
This may be necessary for some roles, particularly more senior positions. However, you should be able to get a good idea of how suitable a candidate will be from a telephone interview and a face-to-face meeting. If your hiring process has too many stages for candidates, they may become impatient, or get snapped up by someone else.
Slow response rate
How quickly are you getting back to candidates? In such a competitive market, you can’t afford to take weeks deciding on whether you want to hire someone or not. Nowadays, it’s likely that job hunters will be juggling multiple offers. Therefore, it’s important to feedback to candidates in a timely manner.
What’s more, even if you aren’t going to offer someone the job, keep them updated and provide constructive feedback. Employer branding is extremely important in today’s labour market and you need to make a good impression.
Offer the best package
Last, but not least, consider the packages that you’re offering to candidates. Are you making an offer they can’t refuse? As mentioned earlier, the market is competitive, so you need to stay on top of what your competitors are offering and really think about what will set you apart from the crowd.
Overall, it’s clear that there are certain areas which could be affecting your recruitment efforts. Getting the hiring process right is extremely important and certainly worth the investment. Especially if you want to attract the best talent in 2018.
Author: CV-Library – The UK’s leading independent job board https://www.cv-library.co.uk/
As the uncertainty of Brexit lingers on, the UK risks losing jobs and investment (warns Britains five biggest business lobby groups).
In a letter issued to Brexit Secretary David Davis, the groups state that “time is running out”.
The other lobby groups backing the letter are the British Chambers of Commerce, the Federation of Small Businesses, and the EEF manufacturers’ body.
Theresa May has suggested a transition period of about two years.
EU negotiators have agreed to start preliminary work on a future relationship. However, they still want more concessions on the UK’s so-called “divorce payment” before starting talks on trade and transition.
The five business bodies – which together represent firms employing millions of people – are calling for more urgency. With less than a year and a half left until the UK leaves the EU, this is vital.
Concern about the loss of UK jobs and investment was underlined last week when the head of Goldman Sachs, Lloyd Blankfein, tweeted that he will be “spending a lot more time” in Frankfurt.
All of this comes at the worst time for the UK. Unemployment fell again by 52,000 in the three months to August to 1.4 million. Therefore, the jobless rate remains unchanged at 4.3% from the previous quarter.
Mrs May is due to address the commons on the progress of Brexit negotiations later this week.
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Flat Fee Recruitment uses a model in which companies pay a recruitment agency a fixed fee to find successful candidates.
Net-Recruit utilise the UKs Premium Job Boards, to ensure maximum exposure for all of your vacancies. Furthermore, Social Media also plays a big part.
Flat Fee Recruitment is an affordable option for employers who would prefer to spend their budget in other areas. There are no hidden costs, no commission and almost no risk.
With the introduction of Mobile Apps, candidates have never found it easier to search for jobs. Any vacancy can be viewed by millions within minutes. In today’s times, where everything is on-the-go, job seekers need to have constant and quick access to their networks as well as the latest jobs advertised.
As a result, candidates can now apply for a position with 1 click!
Net-Recruit Are Here To Help
Besides the online advertising, our recruitment experts will also conduct searches across all Social Media platforms, and CV Databases, to find the perfect candidate.
All of the applications will be manually reviewed by a skilled member of our team, and uploaded to our bespoke Online Portal for you to monitor. As a result, the hiring manager will receive full visibility of the campaign. In addition, you can make notes and generate a shortlist.
Why not try Flat Fee Recruitment today?
Any new customer to Net-Recruit can trial the service for an Introductory Rate of £399, and fill any vacancy with the minimum of fuss.
Choosing the best recruitment agency for you can be a minefield. Whether you’re an employer looking to fill a raft of graduate positions, a small firm looking to recruit your next Mr or Mrs Reliable, or a candidate on the hunt, knowing how to choose the right recruitment agency for you is going to be the difference between a headache and a breeze. Whether you’re an employer or potential employee, every Recruitment Agency wants your business, so how do you work out if you want theirs?
Recruitment Agency Requirements: Which Side of the Fence are You on?
The first simple question is whether you are an employer or employee? Your requirements are going to vary hugely. Whilst there is information out there pertaining to both, such as WikiHow’s Nutshell Guide, you’re going to need some specific targeted advice for your circumstances.
Recruitment Agencies: The Employer’s Perspective
Recruitment can mean big bucks wasted with not a lot to show. On the other hand, expertly carried out recruitment by an agency might just be the difference to your profit margins this year. It depends on learning to play the game to your advantage.
What are your needs? It seems obvious, but before you dare pick up a phone or make a click of a mouse, be sure you know exactly what you’re looking for. It won’t take long before you’re being subjected to sales pitches, and if you don’t have a clear agenda of exactly what you are hoping to achieve from your recruitment plan, then you’re going to be sucked in to the first Recruitment Agency you contact without being really sure if they are right for your business. Before getting off the Recruitment Agency Starting Blocks, ask yourself: do we need temporary, permanent or contract staff? Are we looking for a certain number of positions? Do we need specific skills or general skills? What is my objective? Then match all further contact with Recruitment Agencies against this. Also make sure you’ve asked yourself – what do I want in terms of communication with my chosen Recruitment Agency?
Get Comparing Online: Get friendly with a Search Engine and start determining a short list comparing one Recruitment Agency to another by using online info. Compare differences from one to another whilst ensuring they cover your industry and have a good reputation.
Know Your Stuff: Get talking to your colleagues and business associates and ask for feedback and reputations on those agencies on your shortlist. Check that a certain Recruitment Agency that looks appealing is registered with the Recruitment and Employment Confederation (REC).
Get in Touch: Once you’ve got a honed shortlist, get in touch and get through the sales pitch. Ask hard and piercing questions about how they cast their net, how wide, and how they screen candidates as they bring in their haul. Ask for details about placement retention numbers. If they are worth their salt, they’ll be able to tell you. Ask what their ‘after-sales’ and guarantees are like.
Get Haggling: Don’t settle straight away for the fee and package they state, there’s room for manoeuvre.
For further great tips on Choosing a Recruitment Agency from an Employer’s Perspective, head over to LinkedIn Pulse.
Recruitment Agencies: The Employee’s Perspective
The thought of starting out on a new job hunt via a Recruitment Agency can leave you procrastinating and brushing up on ‘How to Block a Number’ on your phone. With a little preparation, it needn’t be like that. The purpose of a Recruitment Agency is to get them to work for you, not for you to feel cornered by them, so do some homework and go into the relationship certain of what you are looking for.
Ask Yourself Some Questions: Really, don’t just jump in feet first without asking yourself some pertinent questions first. What is your objective? What are your definite requirements? What can be negotiated on? Where are you looking? What type of company do you want to work for? Have in mind a clear vision whilst also being open to suggestions.
Get Hunting: Do some online research and collate a short-list. You’ll quickly be able to ascertain who covers your field, and how their scales tip towards the employer or the candidate. Ideally, you want one nicely balanced in the middle. You can dismiss any Recruitment Agency that doesn’t cover your niche.
Get Recommendations: both from your own network and from feedback and reviews online. You’re entrusting a Recruitment Agency to get you the position that you desire, a job you’re going to be heading for day in day out, don’t chance it. Listen for key phrases in feedback about the amount of contact you get, about whether people stay in the positions found for them, whether an agency has been true to its word.
Know Your Market Value: It’s worth doing this research before you actually contact any recruitment agencies. At the end of the day, the employer is paying their wage packet, and they want best bang for their buck. Therefore, you need to be armed and ready with a realistic and fair salary expectation before you even make a call.
Get in Touch: Once you’ve done the above homework and made your shortlist, it’s time to contact your chosen few. Ask for information about their screening process (you don’t want to have your time wasted turning up for an interview when you clearly aren’t a round peg for that company), get a feel for how they communicate with you – do they understand your skills? What have they currently got to offer?
If you’re a potential candidate and are looking for more pointers on choosing a recruitment agency for you, then have a read of this article.
Recruitment Agencies: Making the Grade
Whether you’re an employer or an employee always remember that a Recruitment Agency is working for you. It’s a relationship that reaps the best rewards when there are clear expectations driven by you. Choosing a Recruitment Agency can seem daunting, but with a little forethought and planning, you can choose the right agency for you.
You may be part of the passive generation when it comes to politics, but here’s an issue where your voice counts. The Government has released an Open Consultation that affects anyone in the Recruitment market: from employers, recruitment consultants to employees and candidates. If you’re in the labour market in any way shape or form then this one needs your voice.
Closed Recruitment Practices in the Public Sector – Open Consultation
The Open Consultation is entitled ‘Closed Recruitment Practices in the Public Sector’ and is geared up to find out the what, the why and the who of closed recruitment practices in the public sector. The Government are looking to find out why the Public Sector has traditionally differed so greatly from the private sector in this matter, and whether that’s a good thing, whether that needs to change, and if so why.
Some Definitions: Open & Closed
Closed Recruitment is simply what you think of as ‘in-house’. No external advertising or drawing candidates from any pool other than your own already existing employee base. Open Recruitment on the other hand spreads the net wider and actively markets the positions outside of the employers existing staff base. Open Recruitment considers any applications whether they come from inside or outside of the organisation.
So What’s the Purpose of the Open Consultation?
There are pros and cons to both Open and Closed Recruitment practices. The Closed Recruitment Practices in the Public Sector Open Consultation is looking to find out if the pros are equal to the cons and the wider implications on the labour market.
The Government are seeking evidence, they are on a fact-finding and opinion-seeking mission, to discover how common closed recruitment is in the Public Sector, including whether it is ever used appropriately, and whether any changes need to take place. Whoever you are, this Call for Evidence is seeking your voice. They are also seeking views on the role of Government in encouraging more open recruitment
Why Does It Matter?
Fundamentally the Public Sector has a greater responsibility to the labour market as a whole as it is the arm of Government. This extends to recruitment practices that demonstrate fair employment opportunities for all, as well as tax payer value for money.
So what are the Pros of Closed Recruitment for the Public Sector?
Closed Recruitment holds a long tradition in the Public Sector. Whilst the Private Sector will see the odd closed position where it’s guaranteed it’ll be an internal candidate taking the job, the vast majority of Private Sector Recruitment is open. However, the Public Sector has traditionally relied heavily on Closed, internal recruitment and there have been good reasons for that.
Closed Recruitment is vastly cheaper than Open Recruitment, or at least was in the pre-digital age. For Government departments and organisations highly aware of their budgets and taxpayers money this is a huge deciding factor. Why spend hundreds, possibly thousands sourcing and attracting candidates when you have ample supply already?
Closed Recruitment is generally much less time-consuming. You may even have in mind who’s up for the role and no need to even post it on the intra-web. Closed Recruitment generally works in a quickly cascading manner that sees vacancy to post-filled happen much faster than Open Recruitment with screening, interviewing, offers and notice periods can allow.
Additionally, many Public Sector organisations are more specialised than at first apparent. Knowing the system, the role and the organisation means that recruiters within the Public Sector may simply feel more confident that they will find exactly the right candidate, with the right aptitude, skills and expertise, from within their own.
So what are the Pros of Open Recruitment in the Public Sector?
The Private Sector has been aware of the huge benefits of Open Recruitment for decades. Gone are the days of rampant Nepotism and working your way up through the ranks, or waiting for dead man’s shoes.
Open Recruitment allows access to the widest pool of talent. You not only get to consider the ‘known faces’ already in the organisation but you get to throw the net wider and in so doing get to see a talent base that is much broader in scope than internal recruitment alone will provide.
Open Recruitment for the Public Sector in particular is important because it sends the right message to the population: employment matters. By opening up recruitment practices the playing field gets levelled and it simply enhances the opportunities for all who are looking for work. It removes the ‘Us and Them’ mentality of Private versus Public employees.
Importantly, particularly for Public Sector organisations in danger or doing same old, same old, Open Recruitment means new blood, fresh ideas and dynamic influences that can effect change and productivity. By welcoming on board new skills and expertise there is a knock-on positive effect to innovation and growth.
So Why Does Your Voice Count?
Whether you are an employer working in the public or private sector, whether you are a recruitment specialist, or whether you are or have been a candidate seeking work, this Open Consultation is for you to have your say on whether Recruitment Practices in the Public Sector should be Opened Up. All you need to do is give your opinion, answer a few simple questions based on your experience, and we might see some changes that have been a long time coming that will benefit us all. Changes don’t happen unless people speak up, and in this instance it’s pretty easy to do so.
What To Do
It really is simple. All you need to do is visit this site, scroll down and click on the Form to fill in. It’s going to take about 10 minutes to do so, so not long. Then either email your completed form to email@example.com or send it to the Government at:
Labour Market Directorate
Department for Business Innovation and Skills
1 Victoria Street
Make sure you’ve sent it off well in advance of the closing date: 15th April 2016.
It really is that simple. Have your voice counted, and let’s effect a change in the Recruitment Market.
The Christmas break is an important time for recruiters to review how they’ve done in the past year and to look forward to that all-important future. With employment levels rising and competition for jobs becoming slightly less drastic, standing out from the crowd is going to be the name of the game in 2016 with recruiters working hard to incorporate new technology, find the high performing candidates and deliver the top notch service that many businesses are looking for. To help you stay ahead of your competition, we’ve compiled a list of what we think will be the top recruitment trends in 2016.
If recruiters are going to find the right top performers for their clients in 2016 there is going to have to be a good deal of soul searching and measuring of outcomes. That’s going not only going to involve monitoring recruitment processes but how accepted candidates perform on the job and whether they succeed, fail or move quickly onto somewhere else. Weak hires that only benefit a company for a short while are going to impact on recruitment agencies particularly now that the market is becoming more buoyant. This may well involve working closely with the hiring managers of particular customers and ensuring that bad practice is eschewed for good that produces positive outcomes.
There’s no doubt that in 2016 recruiters are going to drill down deeper into how, where, when and why they choose their best candidates.
A More Scientific Approach
There has been a much bigger push by companies to be more diverse in their employment selection over the last couple of years which has led to some opting for CVs that have no evidence of sex, age, race or gender and for interviews that are carried out, for example, by telephone or even with the panel of judges keeping the backs to the candidates. Recruitment firms are also embracing this kind of procedure which is intended to get rid of any unconscious bias on the part of the interview or selection panel.
2016 will see more initiatives such as this as mainstream employers try to follow the tech industry and force a more diverse employment profile.
Being More Innovative
Finding the people who can innovate in the workplace is going to be a key concern for many businesses. It’s no longer simply desirable to hire a steady Eddie who can come in and get the day’s work done, many posts now rely on a significant amount of project management and thought creation that can help drive the company forward. Innovators are likely to be more demanding too, wanting tweaks to the job description and package before they agree to go and work for someone. That’s something recruiters will have to learn to cope with better.
Selling Clients Better
Finding the top talent around, at the right time for businesses who need it, has always been a big issue with recruitment agencies. 2016 could well be the time for many to go back to basics and ensure that the sales and recruitment skills of their own staff are up to the mark. With more jobs out there and plenty of well qualified candidates, it’s going to come down to who finds the right people more often for the right jobs. That means selling those potential opportunities much better.
Videos That Sell
While attracting high value candidates is going to be the name of the game this year, there are plenty of opportunities for recruiters to set out their potential offers in more dramatic and eye catching ways. One solution may well be the greater use of videos in recruitment, from slick, professionally produced adverts through to staff YouTube channels that show the day to day working of a company. We are more likely to click on a video upload than to click on a link nowadays and with smartphones practically a staple of modern life, top potential candidates can be reached in much more efficient and more interesting ways.
Adding Pep to Job Descriptions
Standardised and largely boring job descriptions may have to go out of the window if you are going to attract the best candidates and taking a fresh look at how you word things is likely to be important. They’re still going to need to be accurate, as misleading ads will generally lead to disappointment and a quick, unwanted turnover, but the crux of the matter is that recruiters need to engage and bring the benefits of each job out much better than in 2016.
Companies Must be Mobile
Everyone, let’s face it, is going mobile. If a top performer is working without the use of a smartphone, then something has to be seriously wrong. The number of job seekers who use mobile devices to enable their search for the ideal position is increasing, up to almost 50% at the moment. The vital thing here is that the phone is always with them and if you want to have the best opportunity for engaging and bringing them on board, your systems need to be ultra-mobile friendly. This may well be a case of investing more money in IT infrastructure over the coming year but the expenditure will be well worth it.
The early bird catches the worm and nowhere is this more obvious than in the recruiting business. The top performers are hot property and if you want to get them then you have to work fast, close them down and convince them of your credentials before anyone else moves in. You may think that you are offering a candidate the best deal on the market but they are not going to wait for ever. Sometimes they are not even willing to wait a week. Top performers tend to make quick decisions and if you are delaying for any reason then it can hamper your chances of sealing the deal.
This year many recruitment agencies will be looking to speed up their processes. While this may prove difficult with a number of larger companies who have their own processes to go through, recruiters will need to impress on the need to fast track when it comes to the top candidates.
Faster working, more mobile friendly approaches, better measurement and a selection approach that meets diversity issues are all in the frame for this new year. While you may be thinking that you will get round to some of these changes in the near future, your competitors could be implementing the strategies that work right this minute.
As it is often perceived, the recruitment process doesn’t always have to be bland and regimented. In all areas of life, a well-designed poster can vastly improve the effectiveness of it’s intended purpose. This also applies to the hiring process and a well-designed candidate attraction poster can be the difference when appealing to the next company superstar.
We’ve searched high and low and collated some stunning examples of recruitment poster design below:
With parties to attend and extra shopping to taken care of, you can be forgiven for being busy during the next few weeks. However, if you’re responsible for looking after staff morale this festive season, it’s important not to neglect them and their feelings. Failing to do so can impact office morale and productivity, so try these easy to implement tips to boost office spirits this Christmas.
Throw a Christmas party
Everybody loves to boogie right? So to do your staff! Award their efforts this year with a party, allowing them to let their hair down and blow off some steam. A recent survey concluded that 1 in 6 companies use Christmas parties as a way of increasing morale within their company. Just be sure to film the guy who makes a clown of himself for even more laughs in the new year.
Decorate the office
It’s no secret that well-designed office spaces can increase employee morale and productivity. If your office space isn’t up to scratch aesthetically, now’s a great time to do something about it(even if it’s just temporary). Your staff will be walking around town on a daily basis, being subjected to the constant visual stimuli of decorated street lights, shop windows and makeshift Christmas trees, only to turn up to an office which unless you’ve seen to it will be dull and downright depressing in comparison.
So dig out the tinsel, buy a tree, burn some cinnamon candles and make things a little bit brighter for your employees. Even if the changes are subtle, it will help to boost morale and take thoughts of that 200 page report that needs to be done for Monday.
Play some Christmas classics in the office
“Without music, life would be a mistake” – Friedrich Nietzsche
Music and the mind go hand in hand and there’s a lot of science to back this up. You may have the next Britains Got Talent winner sat within your realms and you didn’t know about it! That said, bring out the CD player this festive season, get the office geek to burn a compilation disc(all legit of course) full of the cheesiest Christmas classics around and pump it out amongst the office. People will soon start tapping their foot, throwing a few fist pumps out there. Even if they’re not to everyone’s taste, it will certainly get them chatting as they get on their high horses to slate the downfalls of the song.
Here are some of the tracks which we have on repeat in the Net-Recruit office during the festive period:
Consider bringing payday forward
December brings an unavoidable increase in social activities. Trips to the local Christmas Markets, unplanned Mulled Wine Nights and trips to the pub which wouldn’t normally occur. All of these things can tighten the Christmas purse strings even further. If it’ financially feasible, take a look at bringing the monthly pay day forward a week, allowing your staff to purchase some last minute stocking fillers or perhaps have that tipple with an old friend which they may not have been able to do otherwise.
Organise a Secret Santa
Who doesn’t love gifts? More so, who doesn’t love a surprise? A secret Santa allows people to get creative and buy for somebody who they wouldn’t normally consider. It will also get your staff chatting around the kettle, as they try and discover what interests a colleagues, who they perhaps might not normally speak to in such detail. Winner! Be sure to set a limit so that your employees don’t have to spend the earth, check out these top Secret Santa Gift Ideas for under £10.
So there you have it, 5 easy to implement ways of boosting morale within your company this Christmas. By sending your team off for the Christmas break in a high spirits, they are more than likely to come back fired up and ready to tackle the New Year head on.
Interviews are scarier for interviewers than interviewees.
Not only do you have the responsibility of structuring the interview, knowing exactly what you want and bringing the best out of a candidate, you have some pretty tough decisions to make at the end of it. Life-changing decisions, in fact.
But, before you go into interviewer meltdown, here are some tips to make sure you are fully prepared for the task ahead.
1. Know your business.
Not just your job.
That moment at the end of every interview when you ask the candidate if they have any questions? Make sure you can answer them. Whatever they may be. What skills does the business need long-term? Be ready to spot talent and think outside the box. They may not be right for this precise role but if you know the entire business inside out, you will be in a position to refer them, develop them and potentially hire someone who has the ability to make an impact in a way you never thought possible. So, re-learn your business in the same way that your potential candidate will be learning it for the first time. And don’t get caught out.
2. The last minute CV print-out.
A cursory glance over a candidate’s CV five minutes before they walk in the room just isn’t going to cut it. Prepare for the interview in the same way your candidate will have. If they knew your name in advance, presume they have researched you on Linkedin (maybe on Facebook too, god forbid) and do the same back. That way you can tailor your questioning to a real understanding of that person, getting the most out of your time together. Remember, you are both on trial here.
3. Start as you mean to go on.
Make the beginning of the interview as positive as possible. Putting your candidate at ease is going to help you analyse their suitability far more easily than if they are stressed or on edge. So start by giving information, rather than with the hard questions. Talk a little about your role, the vacancy, how it fits in with the business as a whole. Make them feel excited about the position and ease them into questions based on your knowledge of their experience. Remember when you’ve been on the other side and make this interview memorable for the right reasons.
4. Be specific.
This is where your knowledge of the candidate’s experience will really come into play. Dig deeper into their CV. What did that project return for the business? How did they create company buy-in for that campaign? A good candidate with a robust CV will relish these opportunities to share their expertise and knowledge. A bad candidate will expose themselves. An easy decision for you.
5. Culture first.
The last thing you want to do is be responsible for bringing in ‘that guy’ to the business. The one that simply doesn’t fit in, is difficult to work with and, no matter how extensive their experience, just never feels part of the team. Leave time in the interview for finding out about the person behind the CV. What do they do out of work? Generic answers won’t do here, do a bit of digging, where were they last weekend? Does that resonate with how your business or department operates? It’s not just about do you like them: will they bring that something extra to your company that it needs? And, from their point of view, will this be an enjoyable place for them to work? Only you can answer that one…
Being a HR Manager can be tough! Based on a recent survey of over 150 people, the infographic below helps to highlight some of the most common concerns keeping Human Resource Managers and Recruiters up at night. We hope that some of the stats may shock you enough to change your ways for the better.