The Landscape of Recruitment is Changing …. Are you making the most of it?
The last time I used a recruitment agency involved a welder; he was last seen running up the road in tears, having been asked to do a welding test.
Whilst the incident caused some amusement amongst other employees, it left me feeling distinctly over- promised and under-delivered by the recruitment agency. I had asked for a particular skill set, they had sent me somebody whose CV said all the right things, but which, when put to the test, appeared to be a complete work of fiction,
On the face of it, a recruitment agency should send you a suitably qualified candidate who has been pre-screened for skills and experience and meets your hireability criteria. Recruitment agencies appear to save time and money and offer unique access to talented candidates. However, the development of Social Media has transformed the way in which jobs are advertised and the way in which candidates hunt for jobs, particularly amongst the Under 25s.
Dozens of digital Job Boards now exist covering every kind of vacancy and there are countless sites upon which to register your vacancy or your interest in a job.‘Linked In’ far from being the professional network it set out to be, now seems to be the favoured recruiting ground by agencies for both passive and active candidates. Social Media has systematically shaken up the world of recruitment.
It is as if a great pool has been created with a great deal of swishing and splashing around by candidates and agencies alike. The bigger the pool, the murkier the water and the harder it is to find what you are looking for, either as a candidate or an employer. In such an environment, agencies are flourishing and the recruitment process just seems too complicated.
Browse any job site in any area and a good smattering of advertised vacancies will be as a Recruitment Consultant. Seduced by the promises of high OTE salaries, Recruitment Consultants are often tasked with finding their own clients and their own candidates, adding more noise than ever to an already crowded digital recruitment world.
Sadly, this can lead to a situation where the recruitment consultant is so desperate to hit their (placement) targets, that they may mis-sell the job both ways. They beef up the company and the job to the candidate and beef up the applicant’s skills and abilities to the employer. In any other line of business, it would be misrepresentation of goods.
Paradoxically, it has never been easier or cheaper to recruit for yourself. As soon as a job is advertised on line, it will be picked up by a multitude of job sites such as www.trovit.co.uk and www.cv-library.co.uk and spewed out to vast numbers of suitable and unsuitable candidates.
So if you don’t want to pay Recruitment Agency fees, you don’t have to. However, in a noisy environment, it is more important than ever to target accurately, screening out unsuitable candidates as early as possible. Recruiting successfully in a digital world requires sound preparation:-
Step 1 – Decide upon an accurate and recognisable Job Title.
Job Boards are constructed around Job Titles, but this can become expensive if you are using a pay by click job site, so use Steps 2-5 to filter out the waste of time applicants.
Step 2 – Define the skills required and any minimum qualification.
Specify a minimum level of qualification in the job title, if this is essential to do the job.
Step 3– Define the Job Knowledge – Does the candidate have to have a minimum level l of knowledge or experience or can you impart this through training? Referring to technical knowledge or jargon in the Job Title will screen out unsuitable candidates.
Step 4 – What essential personality trait does this candidate have to have? Flexible, organised, cheerful, hardworking? If you could have one attribute in a candidate, what would it be? Include this in your Job Title.
Step 5 – Define any constraints that pose a barrier. Whether it is weekend or evening working, shift patterns, driving license, declare these early to filter out applications.
Step 6 – Now write the first line of the Advert.
“Warm-hearted Sales Adviser, EPOS Trained. Eves & Weekends”
Once the advert is placed, you will start to receive applications. The fastest way to sift through these is to draw up a comprehensive job description and person specification. A competent Administrator will be able to evaluate the applications against strict criteria and generate a short list, which, with good preparation, should meet your hireability requirements.
The Recruitment Landscape may have changed, but the underlying bedrock of sound recruitment principles remains the same. With good preparation and planning, ithas never been easier to bring down the costs of recruitment.