With all the technology that is now available at a recruiter's fingertips, it's probably never been easier to source potential candidates. However, with that comes a fairly major caveat. Because there are so many ways to source, it's easy for a candidate search to become pretty unstructured and disorganised. And, although it is fine to search using a variety of sources, it needs to all come together as part of a coherent strategy for it to be effective.
There are 3 key things to consider to help you structure your candidate search more effectively.
Leverage is a key way to become more streamlined and effective in structuring a candidate search. It's important that you don't reinvent the wheel and start from scratch every time you need to search for candidates. This is why it is so important to leverage the candidate and client relationships that already exist. Social media makes it possible to target users that you specify. It is possible to retarget any candidates that have visited your career pages. It's possible to retarget any list of email contacts. It can be extremely cost-effective method and Facebook and Twitter campaigns often get far better results than 'conventional' ad campaigns.
Still on the subject of leverage and still dealing with the potential that social media offers, leveraging your existing employees by tapping into all the potential candidates that employees are connected to within their networks can be highly beneficial. Social media sharing tools enable an extensive reach for the brand. Get the balance right by posting mainly informative and useful content, rather than promotional and marketing material and engagement will rise - and passive candidates, particularly, will be attracted to the organisation.
Streamline workflows with an effective recruitment tool
Any recruiters still trying to function by using the likes of Excel or Outlook will struggle to be effective. Similarly, as not all ATS (Applicant Tracking Systems) are created equal, many have significant functional flaws. What is important is that you use the tool most suited to your organisation’s needs that will do as much as possible (if not everything), so that workflows can be as streamlined as possible.
Track key metrics
One of the best ways to structure a candidate search is to analyse current practice and use data to inform future planning and strategy. Beyond the obvious metrics, such as cost per hire, other metrics that could be useful include the number of applicants and shortlisted candidates generated per spend. Of course, the channels that are yielding the best returns and conversion rates can be tracked as well. Looking at shortlisted candidates per hire will show how effective screening of candidates is. Engagement on social media platforms should also be measured. Of course, all the performance data that this type of analytics generates provides information that will be useful in evaluating various aspects of hiring approaches, not just how to structure candidate searches. But, such key metrics will also offer valuable insights that will be highly useful in determining how candidate searches might be tweaked and adapted in the future to bring about better results.
This article was written by Simon Benford-Blows, Director - RPO, Talent Acquisition, EVP, Recruitment, Outsourcing, MSP, VMS, Graduate & internship, Workforce Planning at Pertemps.
Connect with Simon on LinkedIn here.
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