4 Ways to Future Proof Your Recruitment

Written by Sophie Down | June 17, 2015 |0 Comments
furtureIf you’re setting up a direct sourcing strategy, it is important to consider more than just the ‘right here, right now’ objectives. By anticipating and factoring in potential future changes you can remain one step ahead of the game.
Success is understanding and applying what candidates want when they search for a new job. But, how can you keep ahead of their demands?
Webrecruit Ireland shares 4 key measures to include within your direct sourcing strategy to help you to stay ahead of the game.

1. Mobile

Consider how easy it is to search, view and most importantly apply for your roles via a mobile device. Consequently, you should ensure your recruitment process is in line with this demand.
50% of all job searches on Indeed are from a mobile device, according to statistics directly from Indeed.
Recruiters and job sites will often survey their candidates to identify job searching trends. Ensure to keep a look out for these reports and apply the results where possible.

2. Metrics

Pre-planning by assumption alone is never a wise move. This is why tracking and reporting on your recruitment metrics is highly important.
An applicant tracking, for example can help improve the quality of your recruitment efforts through data driven decisions.
Software, such as an applicant tracking system, can help you to manage all of your recruitment and track its progress. For example, you can have access to numerous helpful reports such as time-to-hire, candidates placed by source and much more, all of which can help you plan ahead.

3. Branding

72% of UK talent acquisition leaders cited that employer branding has a significant impact on hiring, according to LinkedIn’s 2015 UK Recruiting Trends report.
A change in consumer behaviour over recent years has seen a rise in people wanting to research their decisions online themselves. Therefore, it is no surprise that jobseekers like to know who the hiring company is before they apply.
Make use of your brand at all stages of your recruitment campaign by including your company name and logo in your advertising. Also, consider a fully branded candidate application process which includes branding of your application form and email comms.

4. Social Media

From Facebook to Twitter, Instagram to Pinterest, social platforms are a common place and their popularity within recruitment is notable. It is important to keep up to date with all things social and consider how these platforms could work for your recruitment.
With clever execution these can be effective platforms for advertising your roles and reaching out to your candidates. Work closely with your marketing department and build a social strategy for promoting your recruitment campaigns.
Again, recruitment software can also aid you here as you should expect it to be able to integrate into the most popular social sites and feed your roles out directly.

Putting together a direct sourcing strategy is no simple task. For further guidance on direct sourcing solutions that withstand the test of time, request more information and talk to the team at Webrecruit Ireland today.

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