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Your Online Recruitment Checklist

Getting recruitment right can be fundamental to the growth and success of your business. Getting it wrong can be extremely costly. A 2014 survey by Careerbuilder reported that 62% of UK employers had experienced a bad hire, and 27% of these cost their companies over £50,000.

Scary stuff.

But there are things you can do to make sure that your business is set up for effective and efficient recruitment processes. And, in doing so, avoid making expensive mistakes.

Evaluating the strengths and weaknesses of your existing process and answering the who, when, where and how of hiring for your business is an important place to start.

And the good news is that, when it comes to online recruitment, there are some simple ways to make sure your company is ahead of the game. Especially as recruitment for employers and employees alike becomes almost exclusively digital, and mobile. According to Eploy 88% of UK candidates searched for jobs on their mobile phone last year and job seeker mobile activity doubled in 2014.

“By comparing our clients’ average monthly figures from 2013 and 2014, we’ve seen a massive 190% increase in applications made from a mobile device, and a 196% increase in mobile logins on our clients’ candidate portals. We’re only half way through 2014 and yet the number of mobile logins and applications is almost equal to the whole of 2013.” Chris Bogh, Technical Director at Eploy.

With this in mind, our team of experts can support you to build and execute an online recruitment plan that fits in with your growth ambition, and saves you time and money.

online-recuitment-checklist

But it starts with your online recruitment checklist:

Have you defined your online recruitment objectives?

You know you want to reduce spend, reduce time to hire, access new recruitment technologies and probably a whole host of other objectives. They may be written down somewhere, but do they form a comprehensive HR or business strategy? An overarching plan should give you direction for driving sourcing activities and managing processes. In short, you need to get with the programme. As Lou Adler, best-selling author of Hire With Your Head, said: “HR and recruitment departments are stuck in a time warp, circa 1975,” and he attributes this largely to a lack of strategy.

Have you set KPIs to manage your hiring needs?

Recruitment is potentially one of the most business-critical functions of an organisation. And you can’t manage what you can’t measure. That’s why it is imperative to set KPIs from the start, understanding what you are tracking, and crucially, why you are tracking it. Most HR teams track up to five KPIs. The top three being staff turnover, absenteeism and staff satisfaction. But when it comes to recruitment many hirers do not have defined or measurable KPIs beyond ‘how long has the vacancy been open for?’ As part of your strategy, identify a critical few indicators to manage strategically important aspects of people performance and dynamics, and ensure that you integrate KPI reporting into HR performance management as part of a regular reporting system. A collaborative approach to feedback is a real help. Because remember, your department or team KPIs exist to help you make things more effective and efficient, giving you the ability to benchmark and improve as you go along.

Are all relevant stakeholders informed of the business strategy for recruitment?

Consider your recruitment strategy as the blueprint for your business. It is hugely important that key people understand and buy into it, giving you a robust backbone to coordinate day-to-day activities. And be prepared to review and evolve the plan, as a team, not in silos. Whatever you do, don’t let it gather dust.

Have you set a recruitment budget that will meet your planned and unplanned business needs?

Recruiting staff is going to cost you money. There’s no getting around it. But making that money work hard for you is key, “buy cheap, buy twice”. Setting a realistic budget from the start ensures that there are no nasty surprises further down the line. Planned vacancies can be predicted based on the corporate strategy and communication internally with managers. Therefore HR teams should be intrinsically part of the planning of team or unit development, alongside the management function, so that you can make sure your spending stays on track.

Taking the time to tick off your checklist before you launch an online recruitment campaign should make everything easier as you move forwards. And it gives you a grounding for day-to-day activities, as well as helping you keep sight of the ‘bigger picture’.

So, what’s next?

That’s when the fun starts. And it is really simple to kick start your recruitment campaign using our Campaign Builder. Just make sure you have a think about whos, hows, whys and whens first.

It will save you a lot of pain in the long run.

Taking the hassle out of Online Recruitment.

  • Select the services you need
  • Build a campaign that suits you
  • Receive a transparent quote
  • Get the results you want

Get started with one of our online recruitment packages. Get Started.

© Net-Recruit 2016

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