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?
Social media is everywhere these days, there is simply no avoiding it, some people may see this an an annoyance, but it also has it’s uses – one such use could be finding your next job a recent study revealed that 1 in 6 workers use social media to get hired…
We have compiled a collection of the best online recruitment tools available which you can start using right away to help you on your quest of obtaining your dream job. The tools we will be covering include twitter, facebook and LinkedIn.
Find a job using twitter
Twitter is commonly referred to as a micro-blogging platform which allows registered users to ‘tweet’ 140 character statuses to their followers and as of Tuesday 15 May 2012 the site had 10m users. Thus, making it an ideal place to scout for new vacancies and follow influential people within your industry.
One way to find a job using twitter can be to use the social networking site’s inbuilt search engine – try searching for the hashtag of your industry prepended by the word ‘jobs’ e.g. enter #manufacturing jobs or #manufacturingjobs and you will more than likely be served with dozens, if not hundred of the latest recruitment vacancies in your sector of interest.
If you already have your mind set on working for a particular company, you should follow them on twitter. It doesn’t cost a thing and provides you with an instant insight into their world and along with that you will be the first to hear about their latest news, updates and hopefully… vacancies.
There are also a number of third party websites which have been setup for the sole person of searching and filtering through twitters vast amount of tweets, helping you filter out only the relevant ones e.g by sector or location. A popular twitter job search site is – http://www.twitjobsearch.com/
Find a job using Facebook
Facebook is one of the worlds leading social networking site which enables people to connect with friends and others who work, study and live nearby. The most popular use for Facebook is to keep in touch with friends, post links and share photos with each other. But Facebook shouldn’t just be limited to social purposes, it can also be a useful tool for finding a job as recent studies suggest that 50% of job hunters in 2011 used facebook to find a job.
To get started with finding a job on facebook be sure to “Like” as many prospective companies from within your sector. By liking a company page, you are now exposed to recent news and job openings directly on your Facebook feed. Next, for this to work you need to start participating in conversations by commenting on interesting posts which will, in turn increase your visibility with employees at the company. Also, as the company shares their trends and happenings with you, you will begin to discover the company culture which can prove very advantageous when you decide to make formal contact with them or apply for a position within the company
Here’s a facebook infographic which highlights the studies mentioned above and helps to put things into greater perspective for you.
Find a job using LinkedIn
LinkedIn provides access to a large network of professionals and as of March 31, 2012 it had 161 million members in over 200 countries and territories. With such a large user base it can be a great way to connect with like minded professionals and their companies with the intention of finding your next job.
To begin your quest in finding a job on LinkedIn, start of by performing a search for/connecting with past and present employers, colleagues and clients – these newly connected contacts can a) be helpful when you require a reference and b) open up new connections and opportunities with potential employers.
So there you have it! The first steps you need to take to find a job using social media – good luck!
Online recruitment, otherwise known as web-based recruitment or e-recruitment is gaining popularity not only among employers, but also amongst jobseekers. Whether you are an employer or a jobseeker, you will experience many benefits of online recruitment as compared to traditional recruitment methods. These are some of the benefits of e-recruitment…
Quick recruitment process
Online recruitment is much faster than any other method of recruitment. This is because the vacancy advertisement is viewed as soon as you post it. On the other hand, if you are a jobseeker, you can send your CV immediately. The process of interviewing prospective employees can then start in a few hours. It is possible to finish the hiring process within the same day.
Lower cost of recruitment
There will naturally be some fees involved, but if you recruit through the web, you can save as much as 90% of the cost as compared to using print media. I think this fact sells the merits of online recruitment on its own!
One of the benefits of online recruitment is that you don’t have to be an IT specialist to post or apply for a job vacancy. All you need as an employer is the job description, internet connection and the time to do it. For jobseekers, most job boards are user friendly and you won’t find any difficulty browsing through the job advertisements.
An increasing number of people are turning to the internet to look for jobs. Age is no longer a limitation as many people can do the simple stuff online. This means that when you use online recruitment to fill job vacancies, you are likely to get the best match for the job because of the wide audience reached by your job advertisement.
Easy access to job advertisements
If you are a job seeker, you will find several jobs that you can fit into from the internet. These are jobs that you may not have known about because they have not been advertised anywhere else. You can then apply for them immediately. Posting your CV online also gives you the chance to be contacted by employers who are looking for your expertise.
Being an employer, you can perform all the required activities from the same location. You can post the vacancy advertisements, receive CVs from job applicants and screen them before contacting the chosen candidates all from the comfort of your office. For jobseekers, tracking the progress of your application can also be done from your workspace.
Make offers confidentiality
Some jobs are too sensitive to be advertised online. In such cases, you can search the database for prospective employees and contact them without posting a job advertisement. Alternatively, you can post the job advertisement without giving the name of the company. As a jobseeker, you can also post your CV online without mentioning your name or that of your current employer.
With these benefits of online recruitment, you are sure to find your dream job or the right employee if you embrace this technological advancement.
Take it a step further…
If you are in charge of a recruitment operation and the above benefits sound appealing to you but you don’t have the time to manage an online recruitment campaign, then why not let the experts give you a hand? Here at Net Recruit we are a founding father of the online flat fee recruitment industry. We’ve been helping HR managers and businesses recruit staff this way since 2005. Find out more about how we can help run your online recruitment campaign in 5 simple steps.