We’ve collated a selection of take-away tips offered by some of the biggest recruiters including Google and Glassdoor.
What will these top-tier recruiters be emphasizing on next year?
What will you be doing differently this year?
1) Warm one-2-one relationships with candidates are critical:
Establish a real connection with your candidates as soon as you can, because they’re already beginning to edge away from the level of ‘noise’ in the world around them.
2) Yes, mobile is relevant to recruiters:
88% of UK candidates searched for jobs via mobile last year. Were you one of the recruiters they found?
Candidates may be slow to apply via tablets and phones, but they’re quick to seek, bookmark and save live vacancies via the mobile medium.
READ MORE: How Mobile Recruitment Is Changing The Hiring Process
3) Don’t ask candidates to register on your website too soon:
Active and passive candidates need to be incentivized by getting a good feel for what’s on offer.
The key is to make potential applicants think “I want more!“.
4) Benchmark failure as well as success:
Quality equals and can even outweigh quantity in online recruitment. Benchmark the characteristics of people who were previously unsuccessful in a role – then screen them out. It’s harsh, but it does save the recruiter’s time and energy.
Recruiters frequently find themselves in a position where they are overwhelmed with the sheer volume of applications for a role, all of which have to be vetted and categorized – but only a minority of those applications will feature the relevant skill sets, qualifications, experience and desired qualities expected of the candidate for that role.
An efficient recruitment process often needs streamlining to minimize the volume in favor of increasing the quality of applications.
5) Convert assessment into attraction:
Collate feedback from graduates who have come to estimate, then use this valuable information to develop your messaging in attraction channels.
Never miss an opportunity to have your talent tell you what they think directly and in their own words!
6) Direct source for “Duracell Bunny” candidates:
Direct candidates typically last longer and command a lower salary than candidates sourced from agencies. Aim to fill roles with candidates who are cost-effective and stay the distance.
Direct source candidates who have made an effort to seek an employer have already demonstrated their engagement; they have incentivized themselves to research and apply. The positive impact of direct sourcing can be maximized with an optimized website that meets the standards of both visiting candidates and increasingly exacting search engines.
An optimized website with persuasive copy that reflects a candidate’s needs, desires, fears, and expectations can help to convert directly sourced but passive candidates into active, relevant ones who not only complete an application but who, on getting the job, stick around for longer than the courtesy period.
A holistic strategy for direct sourcing – one which incorporates paid search, social media, an SEO optimized website and more besides – means that direct sourcing can increase with a snowball effect and reduce costs on training a regular flow of initially successful candidates who are not fully invested in their role.
7) Link up with LinkedIn:
Candidates are three times more likely to apply for positions at companies they follow on LinkedIn. Signpost your core values, benefits and requirements with custom showcase pages.
LinkedIn’s showcase pages can be created in tandem with a brand’s existing company page, increasing the brand’s reach within the sphere of LinkedIn. The real benefit of a showcase page lies in the inherent targeting potential. For example, if targeting a key recruitment area, a showcase page can offer career information, rewards, benefits, advice and incentivizing staff profiles for that specific sector. This is excellent news for recruiters who don’t want to apply a blanket approach and recognize that the needs and expectations of emerging talent, customer service candidates and senior finance candidates may not be universal.
8) Does your data tell you what you need to know?
Take stock. Understand your candidates so you can tailor messaging to match their needs, desires, fears, and expectations. Interrogate your data: ask yourself “what do I want to know” not “what can this data tell me.”
9) Only a child (or a genius) asks “why”:
Always ask yourself “why” to make sure you grab every opportunity to innovate and streamline. Constantly ask: “why do things this way.” If nothing substantial comes to mind, it’s time to consider alternatives.
10) Think ahead and raise a toast to your future. There’s no need to nurse last year’s hangover.
The recruitment landscape is evolving at a furious rate in terms of attraction channels, technologies, and candidate needs. Ask yourself how your recruitment practice will stay competitive in a world where desktop computers are of decreasing relevance.
Apply these tips to your direct sourcing and squeeze more juice out of online recruitment next year!
Author: www.EnhanceMedia.co.uk is a UK based digital marketing agency specializing in online recruitment. They run the 3 largest pieces of recruitment software in the world.
