A guide to online recruitment

Transcription

1 25 F O U N D E R S O F T H E WA T E R T I G H T G U A R A N T E E A guide to online recruitment

2 01 A Guide To Online Recruitment In our latest guides we re comparing traditional and cutting-edge approaches to recruitment. This guide examines online recruitment a well-established method that focuses on actively finding new candidates. WHY RECRUIT ONLINE? When used intelligently, recruiting online gives employers and agencies access to an infinitely wide and consistently refreshed range of candidates. It can also give you very quick access to a highly specified audience. By carefully selecting where to promote and advertise positions online, you can target your required audience precisely. But recruiting online is not as easy as it looks. WHAT ARE THE CHALLENGES? There are many, but primarily the problem lies in the amount of work involved. The number of potential applicants at your fingertips is vast, but ensuring they re of a suitable quality can be challenging as a result. And maintaining a high standard in the way you manage and process applications online can be extremely time-consuming (we experience this challenge first-hand, every day). Typically, only a small percentage of applications made for a particular job are suitable. Identifying those accurately and ensuring all applicants are assessed fairly is an exhausting and complicated process.

3 02 The Tate Way We use a variety of tools in the way we recruit online. JOB BOARDS Job boards tend to be third-party websites that allow employers and recruiters to post their vacancies. These vacancies can then be filtered in a variety of ways by a jobseeker, typically by role, sector, location and salary range. Some job boards cover every kind of role and industry, while others are more specialised. Similarly, some job boards cost while others are free. We assess each and every job that we recruit for individually and advertise accordingly. With executive roles, for example, we sometimes choose a specialised, paid-for job board. In many cases they have a built-in function that allows a candidate to apply directly through the job board, while others direct them to the job listing on our own site. And essentially, there are two ways of using a job board as a recruiter: posting a job or searching for a CV. Many job boards have an enormous database of candidate CVs which recruiters can filter and search for. But this doesn t always solve your problem because CVs aren t necessarily regulated and updated. At Tate, we have customised software that scans all of the CVs we receive to give us an initial understanding of relevance, quality and reliability. Job posting on the other hand should, theoretically, give you applications that are up to date.

4 03 The Tate Way PPC JOB ADVERTISING Pay-per-click job advertising now plays a fundamental part in online recruitment. Because LinkedIn is the foremost social media platform for jobseekers, most recruiters concentrate their PPC campaigns there. But Facebook is becoming increasingly effective, and has the added bonus of typically having a bigger audience, albeit potentially more speculative. We create relevant, punchy adverts and target them at very specific audiences. Ads through LinkedIn and Facebook can be targeted by location, job title, job function, industry, age, gender and more besides. They can also use a combination of criteria. CAREER WEBSITES We have an area of our website dedicated to internal recruitment: Click here to view. Many businesses have external websites that are dedicated to careers, for example, L Oreal. Career websites can be extremely effective, particularly as a way of creating buzz about your business as a place to work. However, it s clear that it only works for certain businesses L Oreal is an inherently well-known brand and candidates will always seek out opportunities with them. A good career website will require meaningful investment and maintenance, but to begin with, you should at least ensure you have an area on your website that tells candidates why they should want to work for you.

5 04 The Tate Way WHAT SHOULD YOU DO? We do what we do because recruiting talented people consistently, and managing that process continually, is hard. It requires staff, resources, experience and money. If it was easy, recruitment companies wouldn t exist. But, if you are going to enter the world of online recruitment alone, try to find an approach that strikes a balance between the people you need and the money and resources you have. And don t forget the cost of hiring the wrong people. When you work with us, it s a risk you don t have to worry about, thanks to our Watertight Guarantee find out more about it here.

6 05 For more information on how you can attract and retain the best talent in your business, please call your local Tate office on At Tate, we have been specialists in office recruitment and support staff since 1985 and can guide you through the recruitment process as well as giving you the best advice to ensure you retain your talent. When you need excellence and expertise, Think Tate.

7 OUR OFFICES At Tate, we offer a premium boutique approach from every one of our branches making it our business to know and understand each local market. Find out more about how Tate can support your office recruitment needs by calling or by visiting our website