Recruitment rights and wrongs…

Image suitable for illustration of a recruitment agency or talent acquisition. Abstract compass

Image suitable for illustration of a recruitment agency or talent acquisition. Abstract compass

Despite the title of this blog, there is no definitive way of doing recruitment right or wrong – but there are plenty of methods.

From the rise of social media to the more traditional forms of recruitment, the industry has changed dramatically over the past few decades with new methods coming in. Modern recruiting has adapted to the working environment in many ways.

Here, we take a look at some of the methods being used in the recruiting world and the pro’s and con’s associated with each:

In-house

A more traditional form of recruitment and, thanks largely due to the recent economic crisis, recruiting from your own talent pool has become popular once more. As some agencies charge astronomical fees, the trend in bringing someone up through the ranks is seen as a way of putting less pressure on HR departments and bosses ultimately know what they are getting. As an added bonus, it gives the employee a boost on the career ladder.

Pro’s: Great way of retaining talent within the business and sends a positive message to the team that you can progress in the organisation if you want to.  Can also save a huge amount of time and money.

Con’s:  People can sometimes be promoted for the sake of it.  Just because someone is good at their job doesn’t mean they will make a great manager nor if they have right skillset does it mean they have the right behaviours or attitude for the new role or the promotion.  Can be damaging if not done correctly.

Social media

The rise and rise of social media has meant recruitment now has another channel to access – and we aren’t just talking about LinkedIn. Its popularity amongst millennials means recruiters, if they so wish, can look at a potential’s social footprint before employing them. Whether or not you agree with this, it does seem looking at someone’s Facebook profile might be a good reason to give them the nod or say “thanks but no thanks”, it depends on your thoughts on social media as a whole. But of course there is LinkedIn, often touted as “Facebook for suits”, which is used in some cases solely for recruitment purposes. Daily they can be seen scouring the platform, spreading their tentacles in the hope someone might show an interest in the jobs they are “selling”. The platform does have its critics but it can’t be denied that LinkedIn does serve a purpose in the industry, more so than other channels.

Pro’s:  If you are able to check someone out on social media it’s a great way to see who the “real” person is behind the façade of their CV.  It will also save you a huge amount of money on advertising if you do some headhunting via Social Media.

Con’s:  Despite its popularity, not everyone uses Social Media as much as others; you could miss a great candidate if you use this as your only source.  It’s also very dangerous to decide if you do/don’t like someone simply based on their Linked In / Facebook profile and there’s no substitute for seeing someone face to face before you make that final decision on whether they’re right for you and your business.

Mobile

Almost all phones sold in the UK are smart phones and the technology means more and more people are accessing mobile-friendly sites and applying for jobs through their handsets. The digital age where people are seemingly glued to their devices means recruiters have another in-road into accessing potential candidates.

Pro’s:  If you’re a candidate this is a fantastic way of looking for that new role while on the move.  If you’re hiring, it’s also a great way of accessing candidates quickly if you’ve got a role that needs filling ASAP as 62% of people are using their mobile devices to search for jobs

Con’s:  34% of candidates applying for jobs on their mobile cited difficulty tailoring their CVs to apply for different jobs as key barriers to applying on mobile devices so if you’re hiring you could be in danger of reading and receiving low quality applications using this route alone.

Jobs boards

Still a force in the recruitment world, jobs board can reach a global candidate pool of all ages. Their success is the interaction they provide for both the job-seekers and the recruiters; in that some have forums there the former can ask questions and start building what could be all-important relationships. The functions of CV-by-e-mails and databases means the pool of talent is huge which works both in favour for the recruiter but can also be a logistical challenge.

Pro’s: With 1000’s of job boards available you can reach a massive audience of candidates with simply 1 advert.  Using job board advertising means you’re far likely to receive more applications than you would through paper advertising.

Con’s: Can be costly if you don’t choose the right job board and if you don’t get your advert right in the first place you could potentially end up trawling through 100’s of CV’s from candidates who don’t have don’t have the right skills.

Adverts

Despite reports of its demise, the traditional print is not dead. The decreasing sales of local and regional newspaper titles might have harmed its base but there are still advantages in placing ads in papers and trade publications. Old habits do die hard when it comes to recruitment methods so placing an advert is still commonplace for many recruiters, even with the digital revolution ongoing. Almost all adverts placed in papers these days will come with the sweetener of being relatively cheap and posted online, making your audience and talent pool even bigger.

Pro’s: Good for senior director / board level positions where you want to target a specific audience. Also good route to market if you’re in a particular niche industry where the people you’re looking for will be reading a specific industry magazine or publication.

Con’s:  Extremely costly (can be three times as much as online advertising) and you could end up spending a lot of money for very little return.