The future of AI in marketing
May 23rd, 2019
Where to start
Before you start the recruitment process it is important that you have clear goals and timescales in place, so take some time to plan this with colleagues who will be involved. Initial planning should ensure everyone has a good understanding of the type of skills, experience, qualifications and personality fit that are required for the job along with a full job description, salary/package information, and the procedure for interviews.
Do your research
Ideally, you should put some thought into the types of candidates you want to attract and what sort of work history and experience they are likely to have, as well as companies they could already be working for. Look at current employees and their background as well as research the external market.
There are a host of resources available for you to do this, for instance word of mouth, your own general market knowledge, trade press and social media, with the likes of LinkedIn and Twitter playing a more important part almost daily.
Some ways you could research the market include:-
Show what a great place it is to work
It is also important that you present and market your organisation effectively. Potential employees will look at your web presence, so it is important that what you have online is carefully managed and that your organisation is visible in all the right places.
So how can you raise your online profile?
It is also essential to think about your reputation as an employer and what the experience is like for a candidate who applies for a job at your company. Getting back to candidates with feedback as soon as possible makes all the difference, even if they have not been suitable, and helps to avoid losing great candidates! Try to ensure all applicants have a positive experience throughout the recruitment process.
You can read more on this in our next newsletter where we will be writing about “How to attract the best talent.”
Working with recruitment agencies
If you are planning on working with recruitment agencies it is well worth doing your research and finding a specialist agency/recruiter in the relevant market. They should have a good understanding of the role you are recruiting for as well as a good network and database of candidates in that area, enabling you to keep the number of agencies you are working with to a minimum.
Any recruiters you work with should take the time to understand your immediate business needs as well as your long term goals. The more information you can give them the better! They will need to have a good understanding of the type of person you are looking for to be able to find candidates that are a good fit, both technically and culturally, so it is worth investing the time at the outset. It is also vital to give as much feedback as possible on CVs submitted and candidates interviewed so your recruiter can ensure they are gaining a thorough understanding of your requirements.
So, what should you expect from a professional recruiter?
A good recruiter would rather submit three good CVs than 10 poor ones. Their job is to save you time…
All in all, working with a recruiter who is a specialist in your market should mean that you receive a handful of relevant, pre-screened CVs to review, making the hiring process a pain free experience.
It takes us an average of 32 hours to shortlist and submit three CVs for a role saving you a lot of valuable time.
If you are planning on recruiting directly or want to know more about how we manage the hundreds of applications we get, read our article “Spotlight on Shortlisting” to see how we ensure only the best make the final cut.
Over the coming months we will be writing about other related topics such as interviewing techniques and making job offers. Please get in touch or leave a comment to let us know what you think or what you’d like to learn more about.