eRecruitment is the way of the future. However, if you're a company looking to make their way into the digital recruitment space, it's important to know both the pros and cons before you do.
Use this simple guide as you step into the world of online recruitment so that you have an idea of what you have to gain and lose.
Benefits of eRecruitment
One benefit of eRecruitment is that it gets you in touch with more candidates at a faster pace than ever before.
For example, some of the best recruitment software systems, such as TRIS, have syndicated display advertising technologies. This technology makes it so job-postings are seen by more job candidates, according to John Rossheim, a prominent IT journalist writing for Monster.com. Recruitment software also saves you significant time and money because you no longer have to plan an advertising campaign, buy media and design ads.
An additional benefit of some recruitment software is an applicant tracking system. In an interview with Inc, Sharlyn Lauby, the president of HR consultancy ITM Group says that this type of technology makes it easier for recruiters to share notes on candidates. An ATS system improves record keeping exponentially and decreases the likelihood of losing track of the most qualified candidates. Plus, advertising software gets the attention of passive applicants who may not actively be looking for jobs, but could be the best person for the role.
Lastly, having an automated candidate management system makes your HR department much more efficient.
"When you automate the right tasks, then it frees up time to do the in-person ones better," Lauby says
Cons of eRecruitment
The main issue that recruiters take with using software is that it is still about "weeding out the weak rather than finding the best," according to Lou Adler, CEO of the search and training firm, the Adler Group. Although total recruitment systems are incredible time savers, you miss out on the longer, more intimate interviews with candidates that appear weaker on paper but have other great strengths.
You can lose the human element when adopting a solely technological total recruitment system. For example you miss the opportunity to test out a candidate's interpersonal skills that may make up for their lack of technical skills, which they could learn on the job. The interview should be an essential piece in the recruitment puzzle Scott Elliott, CEO & Owner at Elliott Scott HR says.
With a purely software based recruitment system, the possibility of an outstanding candidate falling through the cracks becomes a concern.
28 Mar, 2017
The one unwavering element of recruitment: Relationships
You shouldn't forget an important part of a recruiter's role: To build trust in recruitment relationships. However, with the increasingly prevalent use of technological recruitment strategies, companies are neglecting good old human communication.
Consulting your clients makes you a better recruiter
It's hard for business leaders to keep up with the ever-adapting best practices for hiring candidates. This is where recruiters come in – their role is to update their clients on the latest changes that may affect hiring practices, Lauren Griffin, a senior vice president with Adecco Staffing USA, told HR Dive.
One tip for consultation in recruitment is to foster strong customer relationships so that they can regularly meet up with clients and educate them on the best way to get the most qualified candidates. Recruiters should therefore focus on strengthening their existing networks and expanding their contacts, Griffin advises. This will make a recruiter more knowledgeable and allow them to offer a human touch that is increasingly getting phased out with the rise of eRecruitment.
Keeping this essential human element in recruitment will give your business a competitive advantage, too. Consultants help your company move forward in your hiring practices, whereas eRecruitment can only make you more efficient at executing your current processes.
Build recruitment relationships to get better candidates
Another thing that recruitment software can't offer is the ability to authentically connect with and interview potential employees. Building recruitment relationships, however, is crucial to getting the best candidates out there and key to delivering business solutions.
Candidates expect better prepared recruiters these days and if you aren't prepared as a recruiter, you could potentially lose a very qualified worker to your competitors. The 2015 DICE Tech Candidate Sentiment Survey found that 50 per cent of candidates want recruiters to do more research before reaching out.
Plus, candidates have more power than ever in the recruitment process; they can choose potential employers because they're able to search the internet to see which companies have pleasant hiring techniques, and which don't.
Recruiters should also approach passive candidates. Passive recruitment involves discovering someone's blog or having a brief conversation on Twitter, according to Meghan Biro, a globally recognised Talent Management and HR Tech brand strategist. Biro says that research shows that 93 per cent of the top talent at companies didn't find the job from a job posting. Instead, they heard about the opening from a friend or networking contact. These are only things that humans can do because it requires relationship building and conversation.
A human touch to your recruitment is indispensable. A friendly, interested face will stick in the candidates and clients' minds and will keep them coming back for more advice and information about your company and the recruitment industry at large.
26 Jan, 2017
What are the biggest mistakes recruiters made in 2016?
Industries everywhere are undergoing major shifts. It's the technology revolution and no one is coming out untouched.
Decade-old systems and processes have been flipped on their side, customer expectations are changing faster than ever, completely new roles are being created and organisations are restructuring more frequently than ever.
Recruitment is no different. The rules of the game are quickly shifting and recruiters either need to adapt or fall to the wayside. So where did recruiters go wrong in 2016? More specifically, what steps did they fail to take on their road to evolution? Let's take a look.
1. They focused too heavily on the tech – Technology can be a really cool tool. Digital developments help improve processes, platforms can make workflows more effective, online interactions allow businesses to reach out to their clients instantly and the list goes on.
However, many professionals get so distracted with implementing technologies and creating new systems that they complete neglect the human element of recruitment. There is so much value in building real-time in-person connections with both clients and candidates. There is something about a face-to-face meeting or client lunch that instant messages and Skype calls will never be able to recreate. While embracing tech is a critical step in adapting to industry trends, there is something to be said about diving in too deep and forgetting about other key functions.
2. They ignored the tech completely – The flipside of this is a complete failure to adapt. While this issue was a lot less common in 2016, there are still recruiters and recruitment companies that have yet to make their digital transformation. This comes at a great cost.
Recruitment software, business intelligence solutions and management software all provide recruiters with critical data that helps advance their bottom line. Moreover, these developments can help optimise the recruitment process overall. Neglecting the tech in today's digital world often proves to be a fatal error for recruiters.
Recruiters need to market too. It's just a reality of the industry today. Without a blog, a solid website or a strong presence on sites like LinkedIn and Twitter, you may as well mark yourself irrelevant. According to recruitment expert Greg Savage, recruiters need to double as marketers today. Clients and candidates alike will seek out strong brands. They want recruiters and recruitment companies that are committed to them and your online presence will help show them that.
4. They didn't jump on the other opportunities
Recruitment is no longer just about placements. Clients and candidates expect more out of these professional relationships, and recruiters have the ability to give it to them. With new technology, all recruitment companies sit on a goldmine of critical information. From market insights to salary averages, you have the ability to provide your client base with market knowledge and consult them on the best next steps – show this value and you will create an extremely loyal set of clients.
Moving forward – 2017 and beyond
Luckily, everyone can learn from these mistakes. The new year provides a fresh slate and as recruiters begin to find their footing in 2017 there is ample time to re-direct efforts to remedying the issues of 2016.
Finding a balance between leveraging tech and still putting value in human relationships, building up a genuine digital brand, offering your clients and candidates deeper value – these are all attainable goals for the new year. Recruiters that adapt will not only survive these waves of change, they'll thrive.
25 Jan, 2017
Demystifying millennials – What attracts the younger generation?
Millennial: The name given to the generation born between 1982 and 2004. The Millennial generation follows Generation X in order of demographic cohorts. This generation is often associated with technology and social media. It's also known as Generation Y.
The same way certain fashions go in and out of style based on current trends – recruitment tactics are heavily influenced by the current job market. What professionals are in the most demand? How can we respond to their needs? What attracts this kind of talent?
For years now, one demographic has been a major focus for recruiters and businesses alike: Millennials. The attention is understandable when you consider that by 2020 millennials will make up 50 per cent of the global workforce, according to research by PricewaterhouseCoopers (PwC).
By 2020 millennials will make up 50 per cent of the global workforce.
What do millennials want from their employers?
The mounting interest in millennials as a demographic has spurned ample research into what makes them tick. PwC's report Millennials at Work: Reshaping the Workplace painted some pretty clear pictures of what motivates millennials, what defines them and what they look for in their job prospects.
First, it's useful to understand some general things about this professional group. For starters, they have a distinct distaste for rigid organisational structures. They value flexibility in the workplace and freedom to work in their own ways. They put a high value on career advancement and expect these opportunities to be readily available. And they hold organisations with strong levels of corporate social responsibility (CSR) in high esteem.
So what does this mean for businesses looking to attract more millennial prospects? There are a few key takeaways.
1. Showcase your flexible workplace policies – Many companies offer versatile work policies. Whether this means allowing employees to work from home occasionally or offering four day weeks as an option – businesses with these options should make them known to prospects.
2. Articulate your dedication to professional development – Studies have shown that millennials value development opportunities over financial reward. In fact, the Huffington Post found that the average millennial is willing to take a USD$7,000 pay cut for a job with a company that offers career development opportunities.
3. Build a socially responsible brand – Social values are important to millennials and they take this into consideration when choosing an employer. According to PwC, 56 per cent of millennials would consider leaving a company that did not have the CSR values they considered most important.
Recruiting for millennials
So what do these insights mean for recruiters? And what else is necessary knowledge to effectively attract millennials to you, as a recruiter?
Leverage these trends in placements – This information is critical for recruiters to understand. In order to place a millennial candidate in the best company and position, these general preferences are important to note. Younger workers will have a tendency to prefer companies with the traits mentioned in the section above.
BUT don't neglect individual needs – Online HR publication Personnel Today also noted that recruiters should put a considerable focus on creating meaningful dialogues with every candidate. While there are some generalisations that can be made about every demographic, this doesn't mean there is a one-size-fits-all approach to recruitment strategies when it comes to millennials. While many of the preferences listed above do ring true, millennials value recruiters that dig deeper to find out what unique qualities they are specifically looking for in a company.
Part of attracting millennials to your recruitment agency involves strategic marketing.
Market yourself effectively – Part of attracting millennials to your recruitment agency involves strategic marketing. With instant access to information, most young professionals will research recruiters and potential employers alike – meaning they are not just looking at you but all your direct competitors. In order to convince millennials to choose your team, you need to have the right kind of content in place. Make sure your website is mobile friendly, try to generate collateral around why you are the best in your field, offer up a 'meet the team' page to connect with your audience on a more personal level. All of these marketing tools can help attract millennial talent to you.
23 Jan, 2017
3 elements that affect candidate engagement in Australian recruitment
In a world where candidates often disappear into the digital world through online job boards and LinkedIn posts, it can be difficult for recruiters to stay focused on building relationships in the physical world. Often, there's a temptation to follow candidates online and forget all about the human element of recruiting.
However, recruiters are likely going to make more of a difference by ensuring they continue to do the basics well to drive engagement: Create and build genuine relationships, and talk to people in person instead of bombarding them with more digital traffic. With that in mind, here are three elements of the recruiting process you can change to create engagement with your clients.
1. Make the conversation about more than just them
Ideally, you'll have built genuine relationships with a range of candidates you know you can rely on. To take engagement a step further – and simultaneously grow your candidate list – ask about their current or former colleagues, fellow alumni and friends to find out more about their network. Are any of them high-performers in your industry specialisation? Start a conversation, make the candidate feel like an important part of their network and see how the relationship develops from there.
Referrals are an important and organic part of the recruitment industry, and are often a much more qualified lead than yet another online submission. If you've grown strong relationships with the candidates you work with, they should be a vital source of these potential goldmines.
2. There is a place for technology
The relationship between technology and the recruitment industry is a rocky one. As usual, it all comes down to how recruiters make the most of technology, and which options they choose to use and which they ignore. Where an over-reliance on online job boards and social media can dilute quality candidate pools, using a recruitment system that fills in the gaps where people sometimes make mistakes can be the perfect mix of humans and technology.
Technology should augment the human elements of the recruitment process.
Essentially, technology should augment the human elements of the recruitment process, making it easier to build relationships by reminding them of appointments and keeping a record of a correspondence and candidate details. Us humans are forgetful, so letting a recruitment system fill in these gaps and help us to be the best we can for our candidates makes a huge difference. It can also stop you from hiding behind screens and doing everything through social media, giving you the confidence to reach out over the phone or in person and have meaningful discussions.
3. Be professional
For candidates, approaching a recruiter is a big deal. Not only do they have to impress you, they then need to ensure they meet the expectations you've communicated to their eventual employers as well. They've likely gone all out, revising CVs, creating cover letters and ensuring they're presentable for an interview situation. Imagine if they turned up to meet you and you hadn't done the same?
According to a guide produced by the Institute of Recruitment Professionals (IRP), professionalism is highly valued in the industry. This is especially true for recruiters, as they have to keep their appearances up for both clients and candidates to create confidence and assure them of their ability. The IRP states that this can include everything from knowing the ins and outs of a certain industry, being aware of new focuses on issues such as diversity and simply being attentive to the candidate's needs.
In a recruitment industry dominated by technology, there's still plenty of room for you to focus on the human side and the relationships this entails.
23 Jan, 2017
Why do industry specialists make the best recruiters?
Technological advancements, market shifts and the overall rapid pace of business today has opened up a lot of new niche positions across industries. The recruitment industry has responded to the emergence of these new positions with specialised recruitment firms.
Instead of approaching recruitment on a general scale (i.e. recruiting for technology positions), these businesses hone in on specific industries, positions and skills. More and more, specialised recruiters are becoming the norm in the recruitment industry. What makes these professionals better equipped to find the perfect candidate for you?
Specialised recruiters are becoming the norm in the recruitment industry.
1. They come equipped with specialised knowledge
When recruiters hone in on one niche area, they become experts in the market. This benefits clients and candidates in a few critical ways. For starters, specialised recruiters have key market information – including knowledge about industry demand and salary trends.
This industry knowledge also allows recruiters to place candidates with market trends in mind. This level of predictive placement can be hugely useful to clients as they will be provided with candidates that not only have skills needed now but skills that are aligned with where the industry is going.
2. They have important industry connections
Focusing in on one industry or job function allows recruiters to network more effectively within their given market. This close contact with industry players means that specialised recruiters are often the first point of contact when new positions are available in their space. This gives candidates that choose specialised recruiters unique access to these openings.
3. They have the capacity to form stronger relationships
Boiling your space down to a limited area also makes a specialised recruiters' candidate pool much more manageable. This means recruiters have the opportunity to build higher quality relationships with their contacts.
Specialised recruiters have the opportunity to build higher quality relationships with their contacts.
Despite the flurry of technological advancements, this human element of recruiting remains as one of the most powerful tools for a recruiter. Nurturing relationships with both candidates and clients is more effective when recruiters deal with smaller market spaces.
Specialised recruitment agencies have the industry knowledge and connections to place exceptional candidates in modern-day positions. When you combine this with the critical relationships they form on both ends of the spectrum, these recruiters have a considerable leg up on their generalised counterparts.
06 Dec, 2016
How to alleviate the pressure of time-to-hire metrics
Time-to-hire has long been a big issue in the recruitment industry, and according to a 2015 report from Glassdoor, it's only increasing. On average, the interview process now takes close to 23 days, which is almost four days longer than it took in 2009. As a result, recruiters are facing growing duress to combat time-to-hire metrics and provide staffing solutions for their clients more quickly. So what can they do to help?
The interview process has lengthened by an average of almost four days since 2009.
Quantity pressure in a game of quality
Often times a vacancy leaves a concerning gap in a business's workforce. It can disrupt the company's operations, limit its productivity and generally inhibit its performance, so it's no wonder that many employers want to fill positions as quickly as possible. However, rushing the recruitment process can do more harm than good, and presents a significant problem for recruiters.
Fast Company reports that companies can pay big for hiring the wrong employee, experiencing measurable losses due to a combination of factors including time and money lost to training, as well as a negative impact on the morale of the workforce. CareerBuilder CEO Matt Ferguson says that the effects can stretch across the entire organisation.
"When you add up missed sales opportunities, strained client and employee relations, potential legal issues and resources to hire and train candidates, the cost can be considerable. Employers are taking longer to extend offers post-recession as they assess whether a candidate really is the best fit for the job and their company culture," he said.
Addressing time-to-hire challenges
Consequently, it's essential for recruiters to ensure they always facilitate the best hires possible in order to maintain their reputation and the confidence of their clients. But how can they manage the growing time-to-hire without cutting corners? The key could be to focus on what recruiters naturally do best – building relationships. While hiring great talent can be a lengthy process, you can make this easier by giving your clients a good experience and ensuring they get the best possible result. As talent management resource Fistful of Talent points out, relationships take time and energy, and it's important to use that time to really get to know candidates and ensure they're the best possible fit.
By utilising a recruitment software solution, recruiters can minimise the time they spend on admin and dedicate more energy to the tasks only they can do – actual recruiting such as screening and interview candidates. To find out more about how Recruitment Systems can help you improve your time-to-hire without compromising good outcomes for your clients, get in touch with us today.
27 Oct, 2016
Why you need to put a limit on your candidate list
With all the technology we have at our disposal, it's easy to forget that recruitment is an industry dedicated to people and relationships. All too often recruiters seem to forget that recruitment systems should be used to fill in the gaps of human capability, rather than help us do something we could never do in the first place.
The biggest offender in this case is the overwhelmingly large databases that so many recruiters are assigned to. Borne out of a belief that quantity can trump quality when it comes to creating a candidate list, these large databases can overwhelm recruiters and inhibit their ability to form meaningful relationships with their candidates. By intentionally limiting the number of candidates a recruiter looks after, the focus is on developing quality relationships which lead to better placements for their clients.
Relationships trump quantity
A number of recruiters happily rattle off the large number of candidates they have in their database when pitching to clients, but it's not quantity that a hiring manager at a business is looking for. Instead they desire a quality placement that's going to fill a valuable gap in their employment ranks.
It's easy to see how these databases develop and get out of hand, however. The prevalence of online job advertisements makes it easy for recruitment companies to attract large numbers of candidates. But this has a cost. The proportion of candidates that apply to these postings with properly tailored cover letters and CVs is unfortunately low. Although, it can give you a few worthy new options if people make an effort to contact you properly.
Essentially, it's a percentage game. With all the effort of distributing online ads, maybe 10 per cent of the responses will be worth pursuing. If a recruiter can go straight to a trusted candidate for a referral instead, that hit rate is much higher.
What does a good relationship between candidate and recruiter look like?
Effective relationships in the recruitment industry should benefit all parties involved. When a recruiter puts effort into building a strong relationship, they can go to the candidate when they need something and work together on a solution. This also means the candidate is more likely to go back to them, whether they're looking for a new position themselves or know someone else in the industry who is looking to move on as well.
The relationship-focused approach to recruiting also opens the doors to passive recruitment – a practice that relies on insider knowledge and sustained relationships. In many cases, the best candidate for a role won't be actively looking at job ads, so it's up to recruiters to build these networks of passive candidates and know who is best going to meet a client's requirements.
Should they stay or should they go?
The next issue recruiters need to tackle after deciding that a shorter list is right for them is who stays and who goes. To an extent, candidates should be working to stay on the list. It's not about those who submitted applications to your online job ad, rather, those who see the ad and call you to have a chat instead.
The relationship needs to be a two way street, prioritising people who recruiters know and talk to. Recruiters can call them with job offers and requests for other professionals in the given industry, and candidates likewise can get in touch if they want a new opportunity or know someone who will be perfect for a specific vacancy.
How can recruiters build a new list?
Building a specialised list is especially valuable for recruiters that want to move into a new vertical. There may be the temptation here to go for the quantity approach, essentially playing catch up with those already working in it, which will lead recruiters to simply putting a job ad online and sifting through the innumerable responses.
Job ads need to have a human element to attract the right type of candidates.
The key here is to craft and distribute an accurate and detailed ad which is targeted at exactly the type of person a recruiter wants to interest. To do this, the ad needs to have benchmarks within it that can act as signifiers of the right candidate.
The more boxes a candidate ticks, the better suited they are to being on a recruiter's list. Don't just focus on the bare facts about the role, humanise it. Recruiters should make an effort to bring a personable tone to the ad that triggers an emotional response in candidates. Ideally, they'll want to get in touch rather than just send through a generic CV and cover letter.
What's the connection with TRIS?
While recruiters need to focus on the human elements of the industry, technology isn't the enemy. Our Total Recruitment Information System (TRIS) is designed to help recruiters build relationships better. It can help people keep track of their candidate lists, the various communications they've had with people and anything else they need to know to grow and retain these relationships.
To find out more about what we can offer technology specifically tailored to forming relationships between recruiters, candidates and clients, get in touch with the team at Recruitment Systems today.