Perhaps nowhere is this observation more important than when speaking about employee recruitment in the modern age. It can be very difficult to encounter the most appropriate individual for a specific position and with competition on the rise, it pays to stay one step ahead of the curve. Unfortunately, many recruiters lack the tools and the intuition that is required to reach their target audience. This costs businesses time as well as money. Furthermore, turnover rates tend to be much higher and quality is often sacrificed as an end result. What strategies can recruiters adopt and how will they prove to be effective?
Addressing the Candidate as Opposed to the Position Alone
One of the most common mistakes made by recruiters is that they spend entirely too much time focusing on the position in question. Their intentions are noble, as they are obviously looking to describe the job as much as possible so that the most qualified candidates are interested. Unfortunately, this can do more harm than good. The experience of the candidate should be weighed equally with the proposed position. The recruiter will learn much more about the skills and talents that are being brought to the table and the potential employee can get a better idea of what he or she may expect from the new title.
We should also mention that the first meeting with a prospective candidate is just as important. Never forget that you are essentially representing the entire firm, so impressions count. Poor experiences can result in two outcomes. First, the employee can become soured to the opportunity and walk away. Secondly, the interaction reflects negatively on the company; damaging the reputation of the recruiter. Arrive on time, proactively address any questions that may arise, provide a welcoming environment and never dominate the conversation. If these simple rules are followed, the chances are high that the individual will remain interested.
Leverage the Power of Digital Media Platforms
Reed.co.uk and Monster.com are both well-known job recruitment websites and they should always be used to post new listings as well as to take a look at any potential competition. Still, some recruiters tend to stop here. The truth is that there are many other ways to reach a potential candidate and all of these approaches should be used to that the largest possible demographic can be effectively canvassed.
Social media portals are excellent tools to leverage. However, always be cognisant of the site in question. Professional-level job offers are more likely to be found on portals such as LinkedIn. Casual positions and part-time work can often be located on organic-level sites including Facebook and Twitter. The good news is that these websites will offer an additional level of publicity, as an attractive job title can be liked and shared amongst friends. This also helps to take the workload off of the recruiter, as the audience tends to propagate itself.
Also, try to make the advertisement itself snappy and memorable. Consider these two offers:
- "Computer coding specialist wanted."
- "Looking for a motivated individual who hopes to have fun while creating memorable codes."
Which one sounds more appealing? Would you be more likely to respond to the first advertisement or the second? Even the most mundane positions can be spiced up with a descriptive sense of humour. This is not meant to detract from the seriousness of the offer; simply to cause a visitor to take a look at the proposal. In fact, many innovative online tools such as a slogan generator can be used if you happen to run out of ideas.
Finally, make sure that any digital media is compatible with mobile devices. Candidates are increasingly using smartphones and tablets to access major recruitment websites. So, visibility here is key. Portals that are not able to display correctly will immediately turn off the visitor. This is particularly the case when referring to the millennial generation. These individuals are highly motivated and quite picky when searching for potential employment. Platforms that are not compatible with mobile devices appear tacky and outdated.
The digital age has already had a massive impact upon the ways in which candidates are recruited. While a smile and a handshake are always important, changing times call for changing methods. Millions of individuals are searching for jobs each and every day. The question now becomes how these workers can be contacted and attracted to a position. This article has intended to point out a handful of the most pivotal variables to take into account. Above all, never forget that first impressions will make all of the difference in the world between a satisfied candidate and one who looks elsewhere for opportunities.
