Will automation in the form of programmatic recruitment advertising take over the way we promote jobs?
At Net-Recruit, we are always discovering ways to attract the best candidates to the roles we advertise for our clients. This year, despite all that is going on in the world, is no different. Over the last few months, we have delved into some innovative ways the future of recruitment advertising might look. So, what is programmatic recruitment advertising?
Targeted advertising is one initiative we’ve examined which we think will play an ever more prominent role in the industry. Obviously, if you’ve written a great job advertisement then it should already be targeted to the type of person your client is looking for, but then what?
Using job boards, you are relying on applicants using that site at the time your ad is live. You then need them to use the correct search terms for your advertisement to be seen.
Surely a better way of reaching potential candidates is to serve your advertisement directly to them no matter where they are on the internet?
This is where targeted job ad’s come in. To make things even easier for the recruiter, where and how the adverts are served to the potential candidates, can be automated in the form of programmatic recruitment advertising.
James Whitelock of Think In Circles discussed this in his excellent blog, which is well worth a read.
Programmatic advertising will take away a lot of the hard work in finding potential candidates.
Programmatic advertising itself is not a new thing, having been used successfully for years in other sectors. It works because it ensures products are seen by a defined target audience based on a pre-identified set of factors.
These factors will include Gender, Age, Interests, Online Habits or Behaviours, and the type of device on which they access the internet. This is great for recruiters as it means they can spend their budget on exactly the type of person they need to fill a specific role with little wastage.
The bidding process works by only ever spending marginally more than the next highest bid which cuts overspend dramatically. You can also set your maximum click-through rate and a maximum number of impressions, giving you complete control.
Why will it be the future?
Programmatic advertising will be an important future resource by allowing for currently repetitive tasks to be automated. By targeting applicants using defined data, setting a budget, and tweaking the campaign throughout, you should ensure great results.
It will allow you to identify when and where potential applicants are most active. It changes you as an advertiser from hoping to be sought to doing the seeking.
Vacancies will also have a greater chance of being seen by passive job seekers. Those not currently in the market but like what they see enough to enquire about the role in question.
This, of course, depends on the quality of the visuals and message therein to make this happen.
This is where a recruitment company like Net-Recruit will come into play. With over fifteen years of experience in the recruitment advertising sector, we know what makes a good advertisement.
We have exceptionally good partners in the creative, job board, and advertising industries to ensure that if you place your recruitment campaign with us, you will find the absolute best candidates on time and to budget.
If you’d like to discuss how we can help you with your next recruitment campaign, please click here
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/
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.
Everyone claims to listen to others; indeed, many people make such a statement and truly believe it. But how often are the complaints you hear about one person from another about their perceived inability to listen? Or, it may simply be an attitude problem. Equally, a lack of skills may be a cause; it’s amazing that we spend so much time teaching kids to speak, yet never to listen!
You might be wondering whether this recruitment blog post is aimed at those being interviewed or the people conducting such interviews. The answer is both. Let’s look first at some of the barriers to effective listening.
What gets in the way of serious listening?
There are two keys areas here: environment and attitude. The first should be dealt with quite easily. When effective online recruitment processes deliver candidates for a face-to-face interview, it should be held in a private place – sight and sound – with no interruptions. Sight is included here because a location where the outside can be seen, and can be seen into, easily distracts as much as any noise factors.
Moving on to attitude, the question could easily be: ‘Where do we begin?’ From the interviewer who doesn’t really want to be undertaking the role, to the individual who is simply seeking answers that confirm their beliefs, feelings or even prejudices, it’s an extremely large ball-park! For the interviewee, often nerves play a part, or an eagerness to be heard making what they consider to be the ‘right’ noises.
Each party to a recruitment interview should have a positive attitude to it, they should appreciate exactly what they want to achieve from it. A joint intent, if you like, is to achieve ‘matching’ – where a candidate for a position fits the bill, and that person sees the organisation as one they are keen to work for. Such an intent places clear responsibilities on both sets of shoulders.
Let’s sweat the small stuff
So far, we have focused on the bigger interview picture, its objectives and processes. Yet, as it progresses, interview listening is equally about recognising the smaller signals that are offered. It’s also worth remembering here that you should listen with your eyes just as much as your ears. Matching the attitude and behaviour to the actual words allows signals to be identified and acted upon.
Using these skills, you can start to identify ‘sort of’ answers – ones that obviously don’t tell the full picture. Here are some examples of phrases that highlight this: ‘I don’t usually…’ ‘Most times I would…’ ‘Well, it’s not normal for us to…’ and even ‘Well, I prefer to…’ If you were a police officer interviewing a suspect, these answers would be the dodgy alibi that needs to be fully checked! In interview situations, this doesn’t mean that people are being obtuse or deliberately misleading; it simply means that there is more of a story still to be told about this area or subject.
A complete post about listening skills in recruitment interview situations could probably be of Old Testament length. This one should help you to set an effective environment to enable listening, and also to be that little bit more aware of what is said – and may not be.
Don’t tell anyone that we told you, but recruitment is pretty scary. And we aren’t talking about your candidates’ sweaty palms before an interview. Whether it’s the responsibility of HR, in-house recruitment teams or your partner agency, the whole process is challenging from start to finish. Because it is important to get it right.
And, when it goes wrong, it can go spectacularly wrong.
We have been looking at the biggest factors that can send your recruitment campaign spiralling out of control, and how you can manage them. Because, when it comes to getting it right, we know how to keep those recruitment demons at bay…
1. Too few candidates.
Here’s one that’s bound to get your heart racing. Is it me? Is it us? Was it something I said?
You put your job ad out with all the confidence in the world but nobody is ‘swiping right’ on your company. Gutted. Here’s where your arsenal of online recruitment tools come in. One of the biggest factors in recruiting the wrong person is that there simply wasn’t enough choice in the first place. So, cast your net wide but still set your campaign out in a targeted way from the start. Use our Campaign Builder to make sure you are communicating the right message to the right person at the right time. And then you can feel safe in the knowledge that your decision is an informed one, and not about picking the best of a bad bunch. That kind of relationship is never going to last.
2. Too many cooks.
Having everyone involved in every stage of the recruitment process may feel like the right way to go about things. And it would be, if everyone could agree about everyone they met. But too many subjective opinions too early on can confuse matters and send your tightly planned campaign way off track. Our advice? Ask yourself some precise questions and stick to them: who really counts in this process and at what stage? As specialists in the online recruitment process we can guide you through the entire process, vetting and filtering candidates as we go, so your team can work on a far more productive ‘need to know’ basis, saving everyone a lot of potential arguments. For us, it starts with getting under the skin of your existing company structure, so we ask the important questions first, saving you time and money in the long run.
3. References? What references?
The best of the best recruiters do not see references as a final ‘sign off’, they uncover and use information they get from referees to inform their decision. Too often recruitment processes play ‘tick box’ with this most useful and informative part of the process. That’s why we spend time investigating references and, crucially, asking the right questions. Because, if anyone knows, it’s the previous employers. And it’s not just about finding out whether your candidate was forthcoming on the brew round (although, obviously, that’s going to be part of it…)
4. Say what you want…
It might be crystal clear to you, but is that job description really worded correctly for the type of people you want to attract? Whether it is a new or existing role, taking the time to get all the information down in a structured and thought out way could be the difference between your dream candidate picking up the phone, or not. And, trust us, there’s a skill to it. Start by being as open as possible. The recruitment process should not be the test, leave that to the interview. Lay it all on the line and be transparent. The right candidates will thank you for it.
5. Past experience vs. future potential
How you analyse applicants based on their experience or what they could bring to your business can feel like a bit of a tightrope. Pay more for the old dog who may be reluctant to learn new tricks or invest in the young pup who hasn’t been tried and tested? This comes down to the person and there can be no hard and fast rules. Just go in with your eyes open and remember, if it feels right, it probably is.
For every job role, every business and every candidate the recruitment process can feel like a minefield. And mistakes can be costly. At Net Recruit our approach is built upon understanding your business and the potential pitfalls from the start. Then we create a campaign that helps you minimise the scary bits to ensure you arrive at the best results. So, stop hiding under the duvet. Let’s beat the recruitment monsters together.
Socrates once said ‘True knowledge exists in knowing that you know nothing’, that’s why it crucial to gain fresh knowledge through books. Some people tend to read for pleasure and recreational purposes whilst other people take it upon themselves to read to strengthen their knowledge and learn new things.
If you are of the latter breed and a candidate on the lookout for a new job or even a HR manager looking to recruit your next PA, reading and learning about the recruitment industry can help put you above the competition and help to provide an insight into the type of candidate you are seeking. This post aims to give you an insight into some of the best books around which can do just that…
The Definitive Job Book: Rules from the Recruitment Insiders
Whether you are a student or an experienced professional, there are a lot of useful tips on how to perfect your cv and on how to optimize your performance at job interviews. It often points out do’s and don’t’s and mentions points that you wouldn’t really consider but that are worth considering and could make quite a difference to the impression you give employers.
Successful Interviewing and Recruitment: Creating Success 91
This book is so well written it is hard to put it down. Mr Manahan’s style is engaging and entertaining, and so easy to read. It feels less like reading a book and more like being coached by an expert. The content is clearly laid out and covers every aspect normally found in CV books, however.
The most important aspect of this book is that it teaches you how to examine your own skills and experience, and communicate them in a fresh and appropriate way. It gets you into the head of the person who is likely to be reading your CV.
Practice Psychometric Tests: How To Familiarise Yourself With Genuine Recruitment Tests And Get The Job You Want
Following the success of Andrea Shavick’s Passing Psychometric Tests and Psychometric Tests for Graduates comes this book, crammed full of even more genuine practice psychometric tests from SHL Group plc, the biggest test publisher in the world. These are the tests used by over 95 per cent of the FTSE 100 companies to select their staff, as do the police, the Civil Service, local authorities, the Armed Forces, the Fire Service, financial institutions, retail companies, the communications industry, the motor industry, the IT industry, the power industry…the list is endless. So if you’re looking for a job, you need this book!
The Assessment and Selection Handbook: Tools, Techniques and Exercises for Effective Recruitment and Development
This book offers a very down-to-earth approach to the design and running of assessment centres. Aimed at the experienced HR professional, it covered all aspects of the subject, even including the politics and internal barriers to the use of assessment centres that you typically find in organisations, large and small. It demystified the process and gave many practical exercises that could be built in to the centre; all except, that is, psychometric test content, where there is a pricey industry-wide accreditation barrier to the novice in adopting this element within the assessment.
What I particularly liked about this book is that it is clearly written for the UK job market. Excellent, practical advice on how to put together a professional CV, with clear examples and handy do’s and don’ts. This book certainly helps to create a CV with a professional image.
Obtaining your dream role as a recruitment manager can be achieved if you consider and pursue the right steps, at the right time and in the right direction. The industry is very competitive these days, therefore, you need to showcase some exceptional qualities for any company to trust your judgment and allow you to undertake their next recruitment exercise.
Naturally, it would be beneficial to have some experience in the recruitment industry, during an interview you should try and have a demonstrate a background of knowledge in the core values which some companies hold in high esteem when they are searching for recruitment managers or human resources professionals online.
However, that aside, it is also a known fact that most successful recruiters did not study human resources back in school. They got into the profession, with their natural gift and they made it to the top.
For you to succeed in getting recruited online as a recruitment manager or consultant, you should
show that flair for interactivity with different types of people, you also have to show that you are naturally
outgoing and self motivated.
You might be wondering how the companies will identify these treats. Most companies recruiting for
recruitment managers or human resource executives make all applicants go through personality tests
online. Such an online personality test will enable them identify the type of person you are and how social
you can be…
Here are our top 3 tips for helping you land your ideal role as an online recruitment manager…
First Tip – Develop your talent management skills
Acquisition of talent is the basic interest of most multinational companies and talent management is
one of the key factors potential employers will be looking for as they access your online application.
If you can give references of your success in managing talents in a variety of different fields, it will definitely give you an edge in your online recruitment job search.
Second Tip – Price negotiation
As you will be uploading your CV and application online for that recruitment management job, try as much as you can to tell whosoever that will have access to your application about your abilities in price negotiations. Most companies would like not to over pay their staff and they know that the best time to curb that is from the recruitment exercise. Therefore, if they know you’re a professional price negotiator, your application will be given better consideration.
Third Tip – Ability to spot lies
If you can identify when people are telling lies, you will be a hot cake in the industry. Most applicants lie a lot in their curriculum vitae and companies will pay anything to get the truth from any potential client about their past and their personality. Therefore, if you can prove to your potential employers that you can identify lies through interaction together with the available hard copy of any potential employer they will have no option than to choose you.
If you can implement the tips from this article, you will definitely grab that recruitment management job