Within candidate sourcing,
there are two main elements that clients of recruitment agencies like Webrecruit (http://www.webrecruit.co.uk) need
to consider if 'best practice' is to be achieved: resources and technology.
'Best practice' is a vital
consideration across businesses, being defined as a technique or method that
has consistently brought results superior to those that other means could have
made possible. In addition, there can be evolutions in what represents 'best
practice' with the discovery of new potential improvements.
As an HR manager, there are
various questions that you will need to ask yourself when reviewing your
resources for candidate sourcing. Your online recruitment, for
example, could be significantly boosted by a mobile optimised website.
Smartphones are now an indispensable part of many potential candidates' lives,
which makes mobile a vital means of engaging and attracting them.
Related to redesigning your
website for mobile is the use of social media, something which is no longer a buzzword.
Instead, it is a familiar and proven channel for attracting candidates. You are
therefore advised to invest in recruitment advertising
on all of the social media platforms that make sense. LinkedIn, in particular,
is a site that has revolutionised direct sourcing, and on which you must have a
high employer brand and profile.
You should also ask yourself
which job boards you are advertising on, given that they remain the best and
most cost-effective way to attract candidates to your business in 2013. By
analysing the sources of your best applications, you can soon narrow down the
list of job boards on which to advertise.
Canny companies also utilise
their existing candidate pool when recruiting staff,
saving, gathering and searching across candidates who have previously applied
for a job with them. Again, a good online presence can be of great help here,
allowing you to re-engage with a live community of candidates who are aware of
your brand and its values and trust you as an industry authority. It gives you
less work to do in attracting new candidates all over again.
You should also ask yourself
whether you are doing enough to recruit staff via
referral. Indeed, it might be the best way to recruit, but you'll need to do
more work than merely send an email once to all employees. The best recruiters
in this regard will communicate much more deeply, announcing and reinforcing
the benefits as well as managing each application separately and rewarding the
employee in the event of a successful placement.
Social media can also be
harnessed across the referral scheme, given its potential power in bringing you
into contact with friends of friends and more distant connections. Finally,
you'll also need to ask whether you are using a recruitment agency - like Webrecruit (http://www.webrecruit.co.uk) - that
offers the right services for cost-effective and efficient candidate sourcing
and recruitment. Such services could include CV database searching, applicant
response management, screening and interviewing options and much more.
Editor’s
Note: Webrecruit (http://www.webrecruit.co.uk)
are represented by the search engine advertising and digital marketing
specialists Jumping Spider Media. Email: info@jumpingspidermedia.co.uk
or call: +44
(0)20 3070 1959 / +34
952 783 637.
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