Do You Know If You Are On The Right Path To Recruiting?

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A good number of positions lie vacant almost everywhere. Unemployed candidates swarm the market.

But, employers struggle to hire.

Hiring is a tough nut to crack. Finding someone who has the essential skills for the job, is willing, and agrees to a negotiation is hard to spot.

Add to the estimated cost and 23 days average time per hire, and the cost-result figure gets nastier than ever.

You know how to recruit candidates for a job. But, hiring isn’t the only thing on your plate. You may not have time to become an expert and figure out creative ways to recruit employees. So, I have a small checklist here that can tell you if your recruiting practices are on-spot or meant to backfire.

Where Do You Find Potential Candidates?

Your options

  • Job boards- TimesJobs, Multi Recruit, Naukri.com, etc.
  • Social media- LinkedIn, Twitter, Facebook, Quora, etc.
  • Employee referral systems
  • Networking events
  • Job fairs
  • Applicant tracking systems
  • CV databases
  • Intern databases

Every source carries advantages and disadvantages.

So, how to recruit employees online? Pick a candidate pool that’s effective, easy, and useful to you.

 

How’s Your Employer Brand Doing?

Employer brand- your reputation in the market as an employer, the value of your proposal to an employee.

As per a Next Wave survey, 94% of candidates like applying to jobs if the company’s employer brand is well managed.

Obvious, right? Employees need to know what they’re signing up for. You need to market your brand, agree 86% of HR professionals. Employee testimonials, stellar rep, career site, work culture- these factors influence a candidate’s decision.

Plus, you can end up overpaying 10% higher salaries if you compromise on your employer brand.

You don’t want that, do you?

What’s Your Approach?

Answer these

  • Are your eligibility barriers too high?
  • Is the resulting reward satisfactory enough?
  • Is the application process too long?

The thing is, an underqualified candidate may put up with the above; a skilled one won’t. Especially if it appears that your application process is wasting their time.

Target your search. If you like a candidate, reach out. Focus on the critical aspects of hiring, like essential skills, experience, expertise, etc. only.

Treat candidates like you would customers. Use data, figure out the cost-benefit relationship, optimize your process accordingly. Encourage video interactions.

 

Do You Ignore Passive Candidates?

Hiring a passive candidate is the closest you’ll get to nabbing a purple squirrel.

Why? Because-

  • They don’t need a job- You don’t have to compete with other recruiters
  • They won’t lie on the resume- they don’t need to
  • They already are some company’s asset- their work-nature is good insight of their future performance

25% of employed people hunt for their next role, says the LinkedIn Talent Trends Report. They look for better benefits, compensation, work-life balance, growth opportunities, challenges, and skill-centric work. Modify your employee recruitment strategy accordingly, if you haven’t already.

 

That Marks My Last Recruitment Tip

For recruiters, how to recruit employees effectively is seldom a single-answer query. When your candidate profile changes, so do the plans for hiring. But if you keep these tips handy, most strategies would’ve fruitful results to offer.

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