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Fake Recruiters

Posted By APSO, 30 November 2015
Updated: 15 November 2015

Fake Recruiters

 

The unethical posting of fake online job adverts by fake agencies is becoming more prevalent in South Africa. CNBC Africa is joined by KC Makhubele – Vice President of APSO.

Click here to view the broadcast.

Tags:  APSO  APSO Code of Ethics  APSO members  codes of professionalism  CV  ethics  fake recruiters  job search  professional body  vacancy 

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2015 talent trends: Insights for the modern recruiter on what talent wants in South Africa

Posted By APSO, 05 October 2015
Updated: 29 September 2015

2015 talent trends: Insights for the modern recruiter on what talent wants in South Africa
By: LinkedIn Talent Solutions

 

The typical career path is more fluid than ever. Today, talent is staying more connected, informed and open to new opportunities throughout their professional lives. In this report, step inside the mind of talent at every stage of the job search journey. Armed with this data, you will have a blueprint for successfully attracting, engaging, and hiring within this modern and dynamic talent pool.

 

 

We surveyed over 20,000 professionals in 29 countries, including 766 professionals in South Africa, to better understand their attitudes and behaviors at each stage of the job search. Do you think you know what talent wants?

 

Click here on to find out!

Tags:  APSO  candidates  CV  job  job search  LinkedIn Talent Solutions  management  modern  modern recruiter  opportunity  professionals  recruitment  recruitment professionals  resume  search  social media  work balance 

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Attract Better Candidates

Posted By APSO, 02 October 2014
Updated: 18 September 2014

Attract Better Candidates

According to Careerbuilder.com, 77% of all candidates are open to new opportunities...providing these are presented well by recruiters. Their survey also showed that on average, candidates are using 16 different platforms to source jobs, working with recruiters, applying directly and networking to secure career development opportunities.


In a highly competitive marketplace how does your brand fair against those of your competitor recruiters and clients? Why would a candidate choose to work with you?




Be easy to do business with


How complex/tiresome is your application process? If it takes more than five minutes or a handful of fields to complete you’re at risk of losing their interest. This is particularly true of candidates you’ve headhunted and who may feel frustrated by administrative hoops you expect them to jump through.

Give candidates options to connect with you. Provide multiple channels of communication including telephone. Many skilled/senior candidates would like the chance to talk to you about the opportunity before deciding whether to apply. Consider who you might be missing if you insist on cumbersome application processes.

Think WIIFM

When creating a job advert or approaching someone via social media, think how your approach may be perceived by the candidate. What’s In It For Them?

What information would entice you to consider the job? Go beyond the duties and KPI. In most skilled occupations the daily tasks are the same, irrespective of where you work. The attraction to a new opportunity will likely be related to environment, career development prospect, flexible work hours, benefits or something beyond the “job” itself. Highlight the uniqueness of the opportunity and, if headhunting, do your research on the candidate to find out whether there is something about them personally (or their interest) that may be aligned to your client’s opportunity and that could be used as a push lever.

Recruiters, you need to think like marketers. Semantics matter! The words you choose and the way in which you describe things counts and can make all the difference in who you attract and who ultimately follows your call to action and applies.

Are you mobi-friendly?

51% of candidates globally use mobile devices to apply for jobs. And in South Africa (and Africa as a whole) the majority of people access the Internet using their mobile phone. Are your online platforms responsive and mobile compatible?

Consider how your adverts will appear on a phone screen. Do the online application forms work on a mobile device? Whilst checking your agency’s online platforms, also check that the suppliers you use, such as job portals, have also optimised their sites to give you the best chance of attracting great candidates.

Develop an ACTIVE network don’t just build a database

Too often recruiters simply begin the recruitment process with a new advert, aiming to source all new candidates. Why not review candidates from previous assignments and those on your “database”?

With the implementation of the Protection of Personal Information Act (POPI) database management becomes more complex. It may even be best to reduce your risk and associated administration but focusing on building an active network rather than a large cumbersome database.

As a specialist or niche sector recruiter, nurturing a network of candidates will generate a far greater return on investment. Actively participate in industry-specific forums, groups and discussions. At the same time as learning from those in these circles, you get to grow your knowledge, share your experience and build a reputation as the “go to” recruiter in that industry.

Manage candidate expectation

Word of mouth is a powerful marketing tool. Ensure that every candidate that interacts with your brand has a positive experience, even if you’re unable to place them. Treat candidates with respect, provide feedback and manage their expectations. Great people are confident in referring others and this can assist you in building your reputation and driving good people to your door, hopefully exclusively as they choose to work with you only and not go into the open market.

 

 

 

Tags:  APSO  apsogram  candidates  expectations  job search  mobi-friendly 

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