In part one of this article, we uncovered four “deadly sins” of recruiting and offered ways to fix these bad habits. Today, we’ll look at three more sins and how you can stop your recruiters from “committing” them.
Using information parsed from Jobvite’s report “The Seven Deadly Sins of Recruiting,” here are the three remaining sins:
Sin #5: “I’m sticking with the old-school approach: scouring the Web for résumés. It’s worked before.”
The old adage “If it isn’t broke, don’t fix it” should really only apply to cars, medical equipment, and maybe a few household appliances because with changing times comes changing measures. Just because something “worked before” doesn’t necessarily mean it’ll work again, and with recruiting, it’s best to try new measures.
And, going back to Sin #2, if you aren’t actively tracking your sources or the results of your hires, how are you so sure that going “old school” is your best bet? If you are actively tracking your sources and the results of your hires, how many times did the “old-school” approach work for you?
Jobvite suggests that instead of wasting your time scouring the Internet for résumés, try reaching out to internal employees and asking for their referrals instead. Chances are, if your good employees refer their friends, those new hires will work out just as well. It’s also been shown that employees who work with the friends they referred tend to be more engaged with their jobs and happier overall.
Sin #6: “This is basic marketing stuff, so I don’t need executive buy-in.”
Again, are you sure about this? Jobvite suggests thinking again on this one, saying:
“Recruiting is becoming more and more like marketing every day—but cutting-edge recruiting techniques are not the same as what’s used in traditional marketing. Your executive team might not know about the new technology and tools you have available. You need to be sure you demonstrate the real value potential at stake. Show them proven ROI, so you can continue to receive support and resources.”
To prove your return on investment (ROI) strategies are working, consider regular reporting on the success of various sourcing efforts or communication campaigns, and show how these ROI metrics are directly impacting your company’s bottom line.
Sin #7: “If I build it, they will come.”
This only worked that one time for Kevin Costner in Field of Dreams; don’t think it’ll happen for you! We all know real life isn’t like Hollywood. Jobvite says, “You can’t just put up your career site and expect people to come crawling out of the bushes to see what’s going on. To really attract viable, qualified candidates, you have to take the time to understand your audience.”
This also ties into Sin #1 and Sin #3—finding candidates and then forgetting about them and having so many candidates that you don’t think you need anymore. As Jobvite suggested for Sin #1, you have to be proactive in seeking out potential candidates; don’t expect them to just show up on your field. And never think you have “enough” candidates; it never hurts to have a few more eggs in your basket.
Jobvite suggests trying these techniques instead of hoping people find you:
- Focus on delivering content that’s appropriate and relevant. Jobvite says the more you fail to provide interesting content, the more you disillusion prospects. Instead, discuss topics that applicants can use or relate to as they explore career development. Make sure the information you provide is current and fresh. And be sure to speak in the tone and language of the platform on which you’re communicating.
- Make the application process easier and more intuitive. Don’t force candidates through 45 minutes of clicking and typing just to submit a résumé through your career website—we know candidates hate this. Jobvite says to use your online application wisely and consider a few short screening questions or provide one-click uploads for résumés and cover letters; finally, allow candidates to complete the process on a variety of mobile devices, not just a computer.
- Think about what candidates need. Whether you’re posting on Facebook or designing your application, always put yourself in the shoes of your ideal prospect. According to Jobvite, jobseekers want to know that you understand the desire for diverse experiences, social responsibility, and personal satisfaction, which makes it even more important that you engage with candidates in a way that demonstrates your willingness to meet their needs, as well as yours.
By confessing your recruiting sins, you’re able to absolve yourself, or your recruiters, of these bad habits. Take Jobvite’s tips into consideration when taking the first step toward the righteous path of recruiting in the modern era. Amen!