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The Seven Deadly Sins of Recruiting

Posted By APSO, Thursday, 09 October 2014
Updated: Thursday, 18 September 2014

The Seven Deadly Sins of Recruiting

Jobvite, a global recruitment platform recently released their whitepaper, “The Seven Deadly Sins of Recruiting.” Included hereunder is an overview of these so-called “sins”...are you guilty?

We all (at least I think we all do) understand that the world of work has changed and with these changes, so too have the expectations of clients and candidates and the methods by which we source, engage and recruit them. Therefore, it stands to reason that the way that we operate as recruiters should change too.

Check yourself: Read the 7 deadly sins, according to Jobvite, and see if you need to amend your behaviour to improve your success rates as a digital age recruiter.

#1 “Find them and forget them”

It’s no longer acceptable to go out sourcing candidates and then, when the job is done, to simply forget them, starting afresh with each new job spec. Quality, skilled candidates require (and expect) nurturing. If you haven’t already invested in a candidate management system you need to start today. Build brand loyalty through regular, effective and efficient communication. Consider leveraging technology, including multi-channel communication platforms, to build and maintain strong candidate relationships.

#2 “Shots in the dark”

Analytics are essential for any business today, especially recruiters. If you don’t analyse where you source candidates, how best you engage with them and what behaviours translate into placements and future business referrals, you’re simply shooting in the dark. To ensure you have the right information at the right time, invest in technology that allows you to: (1) trace candidates back to the origin, (2) maintain contact and determine when/why/how they apply for your positions, and (3) pull reports that are simple, accurate and flexible.

#3 “Failure to feed the funnel”

You never have enough candidates. In today’s fickle society you always have to consider where you can grow your candidate base. Ensure that you consistently source new candidates through social recruiting, effective communication campaigns and candidate referral programmes.

#4 “Devalue the power of PR”

As important as Employer Branding is for your clients, Candidate Branding is equally important for your recruitment business. Invest time, energy and resources in building and maintaining your brand through consistent messaging and targeted PR campaigns.

#5 “Stuck with what we know”

As much as you shouldn’t throw out techniques that work, it is dangerous to rely too heavily on systems simply because “they’ve worked up to now”. Leverage new ways of finding and engaging candidates and clients, including social recruitment, digital marketing, use of specialised recruitment apps and platforms. Actively research what is available and give them a try. Remember too to integrate wherever possible to leverage every avenue and reduce administration.

#6 “Failure to get buy-in from the top”

Keep your management team informed and share the successes resulting from your innovation. When servicing clients, consider how you can educate them about your expertise and utilisation of technology, especially if you wish to increase fees and highlight your value!

#7 “If you build it, they will come”

No matter how much you invest in technology, fancy websites or snazzy marketing material, you still have to consciously go out and get the business. To really attract the right clients and candidates you need to properly understand your target audience and what appeals to them. Now, more so than ever before, marketing is about creating value, sharing quality content and positioning yourself as an expert. Enhance your success rate by: (1) Delivering quality, relevant content, (2) Make it easy for people to do business with you, and (3) Consider what would appeal to candidates in particular.





Tags:  APSO  apsogram  candidate  employer branding  innovation  PR 

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