Tag: hr managers

5 Ways Flat Fee Recruitment Can Improve Your Hiring Success

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.


A HR Manager’s Guide to Job Board Advertising

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.


What Skills Does a Human Resource Manager Require?

A human resources manager conducting an interviewNearly every company has some form of human resources management in place but not everyone knows about the talented individuals who put these important business operations into effect. This post is an attempt to uncover the skills required for the role of a human resources manager.

Human resources has existed since the times of The Ancient Chinese  and is still present in some shape or form within every company in the world, in most cases through an internal department or in some cases it can be outsourced via an external service provider. The fact that it has stood the test of time is testament to just how important a process it really is within a successful company.

In order to be efficient at what they do human resources managers are required to possess a number of skills, including the following:

  • Organisation – Candidates or colleagues may call up to request a C.V. or personnel file, therefore the ability to retrieve information on demand and quickly is an important skill. This can be achieved by ensuring that files and folders are organised effectively both tangible and digitally.
  • Multi-tasking/Time Management – We all know ‘time is money’ and this is certainly true within the workplace. Few human resources managers spend their days focusing on one task and the ability to quickly and efficiently switch between tasks is a must have skill.
  • Planning – From drafting the job spec to designing and placing a job advert right through to candidate vetting/interviewing a recruitment campaign can last for weeks if not months. Therefore, some form of plan must be created and adhered to in order for the whole process to run smoothly and without hitches.
  • Communication – HR Managers need to have an approachable and friendly manner, continual contact will need to be kept with clients and candidates to keep them updated, therefore professional telephone and email skills are a valuable trait.
  • Interviewing – Once applications start to arrive candidates will need to be interviewed. In some organisations it’s quite possible this task could fall under the responsibility of the HR manager,  this could initially be a telephone interview or proceed straight to a face to face interview. The ability to gain a good understanding of the job role in question is an important skill required of a HR manager, this will ensure the right questions are asked in the interview and it will also help to access if the answers are appropriate.

In a future article we’ll be taking a deeper look into the actual role of a human resources manager, covering a typical day in the life. Watch this space…

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