Want to Avoid Expensive Agency Fees? Follow
These 3 Steps.
Recruiting is difficult, especially for an in-house HR team that’s already stretched thin. You don’t have enough time, your team is too small and the resources it takes is enormous. Using external recruitment agencies seems like the answer to all your problems, even though it costs an arm and a leg. Your HR team is responsible for so many business workstreams – can you really afford to do your own recruitment resourcing as well? You can, and here’s how.
1. Build Your Network
Ask your current employees what they think of certain organizations or who they know in the market that might be looking for a move. Social media recruiting has been on the rise exponentially. Look at existing members of your company’s social media groups and see what content they are engaging with. Engage further, ask for feedback and grow a wider audience. Hold recruitment or drinks events. Use these events as a chance to chat with prospective candidates and allow your own employees to network. Even if they aren’t interested now, there’s no reason they won’t be interested in the future.
2. Upgrade Your Organization
One of the major factors that push organizations to use external agencies is the time drain. It can take ages to advertise, sift through resumes and properly vet candidates that look promising. Schedule a specific time each day for the recruitment process. Give yourself only one hour and you might be surprised at how much you’ll accomplish. No matter what’s going on in the office, block yourself out for this time on your calendar and go incognito. Get through resumes quickly by prioritizing only top candidates. Identify key factors you’re looking for and set up a system to identify them. Set up a triage and be ruthless.
3. Invest in High Return Software
LinkedIn is a great example. At a fraction of agency costs, you can search the entire LinkedIn network and post advertisements. It allows you to search for suitable candidates and mass email them within minutes. It’s a huge deduction in time but keeps quality high.
Make sure you also have a high-quality online presence, whether it be your website, online jobs portal or social media presence. Make it insanely easily for candidates to apply. One or two clicks maximum. Websites should be seamless and slick, or else candidates may easily become frustrated and leave.
Time management software can also be useful when scheduling interviews. This can be one of the most time-consuming processes in recruitment, but using something like Calendly.com can cut this time in half.
Recruiting? Search Engines and Social Media can Help
One of the biggest challenges in recruiting is ensuring that your job posting is seen by the best candidates for the position. In today’s world, where over 30 million people search for employment using Google each month, employers cannot afford to ignore search engine optimization techniques when writing their job postings.
Search Engine Optimization Vs Paid Ads for Recruiting
Fortune 1000 companies pay Google millions for sponsored listings on the search engine results pages. These companies could get better visibility by using search engine optimization to make their job postings rank in the natural search listings. Natural listings capture more than 75 percent of all search engine traffic, while sponsored ads only attract around 25 percent, which is why it is so important to optimize jobs effectively.
According to a survey of over 1,000 companies, 92 percent of employers planned to use social media for recruiting in 2012. Most recruiters find that the most useful social network for recruiting is LinkedIn, which is designed to connect professionals with relevant recruiters. A 2013 survey of 1,276 job seekers revealed that 93 percent of job seekers use LinkedIn to search for a new job.
Some recruiters are also using Facebook Ads to promote job opportunities to people who are interested in their brand. Having an active presence on popular social networks can increase the brand’s visibility in general, which increases the possibility that professionals will think of that company when they are looking for a new position. Many human resources recruiters also use the content they post on social media to show how great their company is to work for. Social media is the best way to build lasting relationships with both customers and potential employees, as they provide a platform that can regularly put the brand’s content in front of interested readers.
More than 10.9 million job seekers used their mobile device to search for a job in August 2013. Mobile job searches made up nearly one-third of total Google searches for jobs, which means that recruiters can’t afford to ignore the new mobile recruiting trend. Search engine optimization can put job listings in front of mobile job searchers, but if the website does not deliver a good user experience for mobile users, job seekers will simply bounce away from the site without finding the information they need to apply.