Designing an effective and efficient Online Recruitment Process, is not rocket science, but many companies fail to implement even the basics.
The following Ten Step Guide is designed to simplify the key stages you should adopt when creating your online recruitment campaign:
1. Identify the Recruitment Need: Sounds simple enough, but it is really important to make sure you have a concise job description, person spec and that this is agreed by all parties involved.
2. Write an Effective Job Advert: There are many “experts” about to help you with this.
3. Research the Online Recruitment Advertising Space: Think like a job seeker, what happens when you search for your current vacancy on Google, where are your competition advertising, what statistics do you need to be confident your chosen medium is going to work? Find out what you can about Job boards & Social Media sites .
4. Document the Application Process: Who is going to be involved and responsible for what? What stages need to be implemented and what happens at these stages?
5. Get Help when Placing the Advert: If you are going direct to a job board, use their expertise to make sure that you get your advert in the right place by completing the right search fields, salary, location, job titles etc.
6. Consider how Applicants are to Apply: If you have an Applicant Tracking System (ATS) then look at a “direct apply” method from the job sites. If you are relying on emails from applications, how are you going to manage the response and where are you going to store their details?
7. Acknowledge all Applications: The most frustrating part about job hunting is not hearing back from applications. If you do not respond to applicants, you run the risk of damaging your employer and even your corporate brand. Make sure you have a process to deal with suitable and unsuccessful candidates
8. Keep your Process Consistent: If you want to improve your employer brand then promote a consistent message to all applicants. Make sure everyone involved in the recruitment process understands what the companies recruitment strategy and processes are.
9. Devise an Efficient Feedback System: If applicants have given their time and energy to attending up to 3 interviews or assessment centres, then it is only fair that you invest a little bit of time helping them understand why they have not been successful. This will not only help them in the next interviews they attend, but it will also help improve how your brand is percieved.
10. Measure ROI: After all your effort in attracting, managing and recruiting your new member of staff, pause for reflection and critique the process. And, don’t forget to review the Return On Investment from your advertising campaign either.
