Category: Online Recruitment
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.
Candidates often shy away from switching careers as the nights draw in.
Preferring to rid the winter period of work-talk, they wait until after December to speak to recruiters. If only they knew the benefits of the alternative…
While most of us are winding down over the Christmas break, by focusing on your ambition throughout the holidays, you’re certain to hit the ground running come 2020.
Want to kick-start your career? Here’s how you can turn Christmas into the most constructive time of the year.
Reflect on past successes
While all the family gatherings are taking place and you’re being dragged from pillar to post, spare a thought for your own achievements.
Weigh them against your overall ambition and make a note of how far you’ve come in relation to your lifetime goals. It sounds self-indulgent, but every career move has value and quantifying it will educate your next one.
Ask yourself, what challenge would you like to tackle next? Does that line up with your ‘big picture’ plan? Is there an employer who offers that challenge with a means to overcome it?
Monitor the companies who are hiring
By compiling these dream employers, you’ll improve the conversation you have with a recruiter. You may not get placed with the brands you list, but you have every chance of being recognised by an almost identical competitor with all the same values – provided you stay ahead of the game.
For senior and executive positions, January marks the start of the hiring season. Missing the boat here by sending a late enquiry could harm your chances of relocating to an ideal employer throughout the new year.
Give the businesses you want to work for ample time to assess your application, and you’ll give yourself the best chance of moving onwards and upwards in your career.
Count your strengths, bridge your weaknesses
Research the roles you like the sound of. Identify the ‘must-haves’ of each that you are proficient in, and the desired experience you can easily describe in an interview.
Do the same for traits you don’t have. If familiar talents are coming up that you feel are lacking from your skill set, seek out opportunities in your current role to improve them.
In fact, this action ahead of an application might demonstrate a commitment to the role that other candidates haven’t been able to show.
Participate in ‘Seasons’ Meetings’
Christmas is often tied with business awards season, networking and staff parties. Such occasions are designed for employees to let their hair down and enjoy the festivities.
Not for you though, you savvy searcher. You’re using every opportunity to make new contacts and learn about the day-to-day responsibilities of those who have roles you crave.
Your family and friends can help in this area too. Offering relevant guidance (and some not so!), as well as the names of people you could connect with online and meet with to pick their brains.
Don’t compromise in 2020
Looking to take your career up a notch? We may have just the vacancy for you.
Employers work with Net-Recruit because we act as a hybrid between recruitment tech specialists and a personal touch, ensuring they attract only the highest quality candidate (i.e. you) through honest job descriptions. You can be confident that what you see is what you’ll get. So why not talk to our team today and make your next move your last.
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/
Could Flat Fee Recruitment Benefit Your Business?
Flat Fee Recruitment – Is It Right for You?
We do everything online now, from shopping for groceries, to banking and booking holidays. Recruiting the ideal candidate with our Flat Fee Recruitment Model is no different.
The Job Market has changed drastically, and has consequently made way for more cost effective recruitment strategies.
How Does It Work?
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.
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.
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.
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.
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.