Recruitment is a competitive and growing industry. Each month sees the launch of another online job vacancy portal or a large budget above the line advertising campaign. Both employers and candidates now have a range of opportunities in how jobs are offered and how they can be applied for.
The most important aspect of successfully managing recruitment is that you have an efficiently run and effective recruiting process in place, with an easy to use CRM system at the core. It’s not possible to have control over the decisions of the candidates themselves, but there are areas which can be evaluated, monitored and improved where necessary to stop that perfect candidate slipping through your fingers to another company due to lack of cohesive procedures.
Your recruitment CRM software is at the heart of how your recruitment business or HR department operates. It manages every aspect of your candidates and your vacancies. An inefficient recruitment system can mean lost time, missing data and if you have an online application portal, it can mean users moving to other businesses with current vacancies which can offer them instant tracking of elements such as jobs applied for, the interview process and ease of access to change personal information. If you’re not using software which is user friendly or doesn’t have all the features you need at the moment or think you will need at some point soon in the future, look to find one which can fit around your business rather than you having to fit around the rigidity of their offering. Book a free 30 minute demo with our 1-Click recruitment software to see how we can revolutionise your recruitment process.
Add More Detail
Adding more than the absolute basic details to a vacancy will encourage more people to apply. Don’t just stick to the qualifications and experience required, personalise the advert with the day-to-day activities of the role or the first tasks which will be assigned to the successful applicant. This helps with finding and retaining the right person as there is more opportunity to find the right ‘fit’ for the post.
It’s also important to be specific when it comes to experience. Many vacancies will simply say that 5 years’ experience is needed but doesn’t say in which area. Expand this to statements such as ‘5 years experience in managing large teams’ or ‘5 years experience of building websites and their content management’. Infographics are also a good way to advertise a job as it makes the information stand out more among text-heavy adverts and they are a good way to convey important elements of the job and your company in an easy to understand way.
When you are interviewing, test the skills of the candidate. Many people add to skills and knowledge to their CV in the hope that it will impress the employer enough to be given the job and then to be able to pick up the skills needed after they have started. If you are looking for a content writer, ask them to write a press release on an issue which is relevant to your business or if you need an IT specialist, task them with writing some code. If you don’t let the candidates specifically know what they will be doing other than that there will be a practical element to the interview then there will be no opportunity to prepare at home beforehand.
It’s important to offer consistency between all candidates. This means asking the same questions to each person and agreeing a standardised method of scoring or marking each relevant skill area across each member of the interview panel before the session starts. This means that all candidates have an equal opportunity to volunteer information and experience and it’s also a good way for the panel to rank the candidates if there is some kind of scoring system in place.
The provision of prompt feedback is more important than some employers think. Whilst they may have found the perfect candidate and offered them the position, there is incredible frustration for the others when all they hear is silence. These candidates may be perfect for upcoming vacancies and if they aren’t treated with respect after the interview there’s every possibility they won’t apply again. Everyone shares their interview experience with friends and family and so if you don’t talk to your candidates as soon as possible after the interviews – even if it’s to let them know there is a delay for some reason – you could be losing an excellent future member of staff.
Recruitment processes should be audited and evaluated on a regular basis. Practices change and it’s important that all involved are up to date with the current thinking on the best ways to attract the best candidates and how to conduct an interview to bring out the best in their prospective new employee. Taking into consideration the proliferation of online recruitment agencies offering vacancies by your competitors, you need to stay on top of your game when finding new staff otherwise you could find that they are snapped up by your rivals instead.