With most applications now coming from online sources such as job boards, social media and career sites it's never been more important to have the right digital technology to support your business hiring.
Many moons ago recruiting was far from rocket science. Hiring Managers would simply place an advert in the local newspaper and be inundated with response. Fast forward a decade the environment could not be more alien.
Attracting and recruiting talent in 2018 is tough. Record levels of employment, skill shortages, Brexit uncertainty and the rise of the 'Digital Age' have all impacted our approach to candidate attraction and recruitment.
The modern day recruiter has been forced to adapt their skill set accordingly. We're no longer just a skill assessor or an applicant processor. We're a psychologist, a marketer and a detective, tasked with making recruitment more efficient and effective.
Compete & Attract more Talent
When competing against 'market leaders' for talent what can you do? Firstly, let's start with what not to do.
Sometimes, for whatever reason a recruitment campaign fails. It's not ideal but hey, these things happen. Even a genius can fail from time-to-time.
For a lot of recruiters the natural reaction is to increase the advertised salary to 'appeal to more candidates'. They'll scour their competitors sites for vacancies, identify the salary discrepancy and presume the salary must be the catalyst to candidate attraction.
Identify & Recruit More Talent
94% of high-growth businesses say identifying and recruiting talent is vital for the future growth of the business. And rightly so, without an influx of talent it's near impossible to keep up with business demands.
When it's time to recruit, most businesses use job boards to bring in the bulk of their applications. Job boards can deliver great results even in the current market. However, for a lot of businesses job boards are delivering mixed results. What if I told you there was a way to increase your response, identify talent quicker and recruit successfully? Here's 3 quick wins to identifying and recruiting more talent.
Never underestimate the power a career site yields in the candidate attraction process. They can make or break a recruitment process. And below, we've listed the top 5 benefits of having a career site.
When it comes to candidate experience a large proportion of businesses reserve their 'experience' for those who've earned themselves an interview. But what about those who didn't make the cut?
According to Workopolis only 2% of applicants get to interview stage. It's a candidate led market out there and to neglect unsuccessful candidates can have a detrimental affect on your brand. According to job board Monster, 33% of candidates who have a negative experience plan to share their experience on social media.
By having a high quality career site in place businesses are able to increase SEO, better compete for talent and ultimately reduce recruitment costs.
A recent study by Zety found that 77% of job seekers visit a company website to look for jobs, in turn career sites account for 27.35% of all hires. Sounds great right? Unfortunately, creating a top- notch career isn't an easy feat. 90% of career page visitors leave without applying (source workable).
For a long time Facebook has been used predominately by HR teams to improve employer branding. However, things are about to change. Facebook have recently launched a new subsection to their platform aptly named Jobs on Facebook. This allows recruiters to easily post vacancies and job seekers to apply for those vacancies without leaving the platform.
With an estimated 39.2 million Facebook users in the UK this gives businesses the ability to access an audience unparalleled to any other platforms. It also gives recruiters the ability to reach new audiences who don't actively utilise job boards. And the best part? It's completely free. Here's how to use Jobs on Facebook to help you attract more talent.
Creating a career site that manages to successfully entice legions of candidates is a hell of a balancing act. You must get so many things right, from the adverts to the opportunities to the visuals. All it takes is one small element to completely turn candidates off altogether.
In no particular order we've listed 10 career sites that have nailed all those vital things a career site should have.
Many employers still believe that salary is by far the biggest motivator for employees. However, for top performers salary is just part of the equation.
Money is of course important, without an adequate income we can't meet our most basic needs (think Maslow's Hierarchy of needs). For employees to really perform they need much more, they need to be psychologically satisfied.