I’m new to recruitment, a ‘recroobie’ if you will.
Up until 5 months ago, I never would have even considered the importance of ‘candidate experience’, let alone “screened” something. There have been so many new concepts to consider, a number of different elements to focus on and of course, several jobs to find the perfect candidates for . It wasn’t until I started to get sourcing, job posting and mass tea-making under my belt that I realised how important attraction methods are.
Having spent 3 years of my life studying for a journalism degree, the majority of people I know question this profession, “It’s not really relevant to you, is it?” Well actually, I think it is. Journalism is all about knowing your market and your audience, and well, recruitment isn’t that different. For example, when direct sourcing, I think it is important to consider candidates as our audience and look at things from their perspective.
I’m still learning, but I think that drawing on some of the following points can help to make for a more seamless and engaging recruitment process.
- Tread on their social footprint:
What better place is there to interact with someone than the sites they use to network with their friends and families? People are way more likely to read a 140 character Tweet than a 300 word advert. They would probably prefer to reply to your Facebook message than return the voicemail you left them a few days ago.
These are passive candidates, whose interest and interaction we can really get a feel for. If we have the platform to source and interact with our candidates using their social footprint, then why shouldn’t we?
- Search Engine Optimisation:
Be the candidate! What keywords would you, or your ideal candidate use to find the job you’re recruiting for? Find out if the role has any well-known terms or phrases – and use them. This is a simple but effective way of attracting candidates and helping them to find you.
- Advert Writing:
All too often job adverts take on the same, monotonous format. “This is the job, this is what you’ll be doing- fill in an application form if you like.”
Adverts should be compelling, they should sell the job and the establishment. The candidate needs to feel engaged and excited by the prospects of the role.
“Are you passionate?” “Are you ready to take on an exciting new experience?” “Do you want to work for one of the best organisations in the field?”
The job advert is often the first point of contact a company has with a potential candidate. It is up to us to ensure the job advert persuades the candidate to initiate further conversation.
- Being industry savvy:
Know your market. Research similar jobs, is the salary you’re offering comparable to others? What benefits are similar businesses offering to prospective employees? Can a candidate get a better deal/recruitment experience elsewhere?
So, as a self-confessed recroobie with a degree in journalism, I have learnt the two are more similar than first apparent. So, as the world changes and moves forward, recruitment needs to, too.
Written by Hannah Ratcliff, Graduate Recruiter at PPS