We hope that they will prevent you from making similar errors in the future.
1. Neglecting to Plan
Making a new hire can be a risky business. It necessitates an outlay in time and resources, not to mention the potential for problems if you select the wrong person.
Firstly, do a little research to see how other companies within your sector are successfully recruiting online. Note where they might be going wrong and plan your strategy from what you learn. Set out clear objectives in advance and then plan which platforms will align most closely to those objectives.
2. Failing to define your target
Your job description is your principal device in your talent acquisition arsenal. Do not skim over this very important document or you will spend unnecessary time making up for it later. Not only will it alert potential candidates to how their skills align nicely with your role, but it will also signal to those who do not meet your criteria that this is not the right fit for them. A well described, fully fleshed out job description will prevent the need to weed out the wheat from the chaff.
More than just the job description, you also need to identify where suitable candidates can be found online. A broad strokes approach will not garner you the results you desire. Your ideal candidates may be congregating in specialised forums, on Linked In, or Twitter, or Facebook depending on the industry. Keep in mind that not all sectors utilise social media sites to the same degree, so do your homework.
3. Moving too Slowly
Keep the application process short and user-friendly. When you require candidates to fill out extremely lengthy forms they may lose interest and focus instead on companies who don’t ask them to do extra work, considering that everything you need to know is already in their CV.
Do not fall into the trap of failing to follow up when the recruitment process has begun with a potential candidate. A quality candidate approaches their job search in a professional manner and they expect to receive similar treatment from the company. Failing to follow up on a call or acting when you agreed to sends a poor message to that candidate, who may choose to go elsewhere.
4. Providing insufficient value
Recruiters can sometimes forget that candidates will actually become an asset if they are successful at interview. They ought to be treated this way, so that they can see how being a valued asset feels. With plenty of recruiters experimenting in the online arena, you need to mark yourself out as different. The way to do this is by giving your candidates value, regardless of whether they will end up working for you. Provide quality information about your company, the work environment, your approach to work – life balance, what you value in your employees, etc. This does not require a huge investment on your part, but will go a considerable way to letting the right person know that your company is where they want to be.
Even when you know that a candidate is not going to be successful in the role, give them value by providing good feedback. There is nothing which will create a bad taste in a candidate’s mouth quite like not receiving a response from a recruiter after attending interview. Such candidates will likely not want to have anything further to do with your company and may tell others about your bad behaviour.
5. Focusing on advertising the job
Recruitment is much more than simply advertising a role and then waiting for the candidates to do all the hard work. The online world presents a unique opportunity to interact with your customers and potential employees. Converse with them and let your good side show. Let them know why your company is fun to work for. A simple job ad can be found on one of the many job boards, if you’re on social media candidates will expect more from you. It is your job to give it to them.
Remember that quality candidates are ones who will throw themselves into their job and the company environment. As such, they are just as eager to make sure that they find the right fit for themselves as you are to find the right candidate for your company. It’s a two way street and failing to recognise this could be the biggest mistake you make in your talent acquisition search.
Mary Frenson is a Marketing Assistant at Checkdirector.co.uk, a new source of information on UK companies. Mary is always happy to share her marketing ideas and thoughts on business issues. In her free time she enjoys handicrafts.