Written by Guest Author | April 11, 2014
Most companies in today’s business world attribute the success of staff recruitment and engagement to their fortunes. But which is the most important aspect of staff recruitment itself? This would be the candidate identification. As without networking capabilities, forming of a relationship or hire of someone, you aren’t even aware of in the first incidence.
Here at Webrecruit Ireland (www.webrecruit.ie) we provide candidate sourcing tips and solutions that may have been missed and vital in helping you appoint your ideal candidate.
The virtual world of the Internet and the access it provides in finding information on potential candidates via social networking sites such as LinkedIn, Twitter and Facebook does not mean companies have an excuse to take a softer line in your research into online recruitment.
Common and generic Google searches are been adopted by far too many companies, using common keywords that everybody else in the industry is using – and therefore the opportunity for discovering ‘diamonds in the rough’ diministics.
Adopting a different style and experimenting with various search terms will provide a wider range in the candidate search results. The old style approach, collecting names and making calls, won’t necessary provide the candidates with the qualifications and experience you are wishing to recruit and results in wasting valuable business time in candidate sourcing.
Once the requirements of the post have been identified, using this as a stepping stone to incorporate smartly selected titles, skills and responsibilities can discover relevant keywords to install into future searches.
Recruiting staff isn’t always about looking for the perfect CV, with a candidate who ticks all the boxes that you originally expected as relevant. It is also about appreciating the imperfect nature of CVs and what new and interesting discoveries that can be made. During shortlisting hiring managers will exclude candidates on the understanding of certain missing skills and experience that they actually do possess, but have not included on their CV. This applies to skills that are vague/soft and ones that are yet to be brought to the attention of the hiring manager. However you may find that calling someone with a general CV or asking a direct question as part of the application could lead to an unexpected discovery and benefit the business in the long run.
Recruiting isn’t always about candidates who will contribute in the short-term; it can be seen as an investment for the future and someone who will be a great match for the company’s longer term business goals, despite appearing under-qualified or over-qualified on paper.
Recruiters commonly use the excuse of lack of eligible people for a vacancy when recruiting staff. However this isn’t always the case, as in reality the search strategy isn’t quite fitting for the niche candidates they may wish to hire. Using the same recruitment tools for every type of role, will not guarantee you success no matter how successful it was previously – your approach must be tailored and dependent on the skill sets required.
Remaining loyal to company morals and beliefs is the best form of recruiting and should always be addressed. However the attitude you chose to implement about any part of the online recruitment landscape can play a damaging part in missing out on high quality candidates. Some people don’t always want to post their CV for a designated period of time but will merely post their CV for one day to ‘see what’s out there’.
Get in touch with the recruitment experts at Webrecruit Ireland (www.webrecruit.ie) now for services that allow you to extract the maximum potential from your candidate sourcing.