Are Your Recruiters Making These Three Major Mistakes?Are Your Recruiters Making These Three Major Mistakes? https://c-suitenetwork.com/wp-content/uploads/2015/11/20982af.jpg 321 321 C-Suite Network https://c-suitenetwork.com/wp-content/uploads/2015/11/20982af.jpg
By Anand Deshpande, WittyParrot
Are you guilty of committing these three recruiting no-nos?
Best practices for the hiring process have changed dramatically. Failure to acknowledge the evolving job market and adapt to the demands of 21st century job seekers can lead to lost opportunities…and revenue.
Here are three early recruiting mistakes, which may stand between your business and the best and the brightest job applicants.
1. Lack of a Recruitment Strategy
Social media offers an abundance of ways to connect with prospective candidates, but lack of a well-delineated recruiting plan can lead to wasted time and resources. Even when time is of the essence, it pays to stop and establish a “big picture” plan in order to determine strategic recruiting goals as well as targeted tactics for achieving them.
Implementing a recruitment plan is crucial to landing top talent – following are tips to create a recruitment strategy:
- Understand the position, including everything from key criteria to core competencies to cultural fit. While general posts in non-specific outlets may yield some results, they will also produce a multitude of dead ends. The more specific the job description and recruiter’s understanding of the most desirable candidates, the more refined the results will be
- Align recruitment goals with corporate goals and initiatives
- Establish a recruitment process including high-level stages, handovers, descriptions and key deliverables for each process
- Identify the best channels for recruitment such as employee referrals, available lists/sourcing partners, and most effective social media outlets for sourcing candidates based on actual data
- Establish ‘Best Practice Resources’ and share with the team
2. Not Selling the Brand
Today’s job seekers, particularly the up and coming generation of millennials, aren’t just looking for any odd job; they’re looking for a shared vision. And in this rapidly moving digital age, job seekers will move on if your brand doesn’t hold their attention.
It’s critical for recruiters to catch — and maintain — a potential applicant’s interest by communicating an attractive, informative, and enticing message. Give candidates a reason to want to connect with your brand and strive to be part of it.
With mindful execution, social media becomes a recruitment and marketing tool for both active and passive candidate recruiting. Here are some tips to help sell your corporate brand to candidates:
- Leverage existing proof points – share industry awards, videos of current employees, brand and culture messages on the site, and customer success stories describing how your organization has helped them. Have these ready to drop into an email, InMail post or present during a face-to-face meeting
- Share personal stories that convey your corporate culture and insights about what it’s like to work for your company. These stories can be something that happened to you at work, sharing a story about a colleague who went above and beyond for you, etc. – ensuring your stories accurately reflects your culture and brand
- Go beyond the requisition, which are often bland. Would you want to work for a company if all you saw was the requisition? Paint a picture of what it would be like working in that role – what the day looks like, what the projects are, and who you’re working with
3. Failure to Focus on the Relationship
Just because a job applicant isn’t the right fit for a particular job doesn’t mean there’s no long-term potential. The best recruiters know that relationship building is an essential part of the hiring process.
For example, failure to return phone calls or provide feedback to candidates during the application process is not only inconsiderate, but can have exponential effects, particularly if that candidate shares a negative experience via social media.
By creating and nurturing social connections, recruiters ensure that candidates are primed and ready should the right opportunity eventually arise. Talent management solutions offer invaluable help in tracking potential employees across an organization and throughout the comprehensive cycle.
So what can recruiters do to build long-term relationships with candidates who may not be a current fit?
- Be honest. Let candidates know why they didn’t move on in the process, and why the role wasn’t a fit – and let them know promptly
- Offer advice to the candidate. If you see mistakes or details that raise flags on their LinkedIn profile, let them know. Point them to additional sources for appropriate roles. Helping others comes back to you in spades, just like in most other areas of life
- Keep in touch. Send an email periodically asking if they have a new role, are still looking, etc. and make note of the answers. If personal emails aren’t a possibility, send a useful article once a quarter as a way to reach out and continue to foster the relationship
It’s a brave new world when it comes to hiring practices, but unprecedented results are within reach for those who stick to winning strategies and avoid these potentially costly mistakes.
About the Guest Author:
Anand Deshpande is on the frontline of customer success at WittyParrot, working directly with clients to ensure smooth onboarding, ramp up and account management. He has an intimate knowledge of WittyParrot as a solution and uses that to help clients in strategy and implementation. Anand is a graduate of Emory University and has been with WittyParrot for over a year. His previous experience includes sustainability and brand consulting for a variety of companies including HRO and Oil and Gas companies. He has a history of working with diverse teams to create solutions to complex issues and enjoys bringing that background to the team.