Incorrect hires must cost the economy £millions every year when you combine job advertising, wages and recruitment fees, and with the rise of Social Recruitment I believe we can start to reduce this wasted spend.
As a follow on from a previous post ‘How to get found in Social Media’, I thought it would be a good idea to put down some ideas around Social Recruitment for the brand employing staff (or the recruitment business sourcing them). It might sound obvious but the days of just posting jobs are gone and I believe that if we raise the bar in the recruitment profession we can greatly reduce unnecessary spend, bring the quality of service in the recruitment industry up and therefore reduce the number of cowboy recruiters spraying biz cards and cold calls around your office!
Before you can dive into Social Recruitment, you must understand what the recruitment process is and then do it well… Specification, Sourcing and Hiring are all equally important.
1) First you must know what you’re looking for [Specification]
The biggest frustration for job seekers, recruiters and others involved with hiring is the whole process stalling because the business doesn’t know what they’re looking for. Ironically isn’t this going to be the same reason that you hire the wrong person, pay them too much and pay a fee for someone you later let go or leaves?
There are ways to get this right, spend time actually writing a job spec and person spec, spend time talking to you recruiter about specific requirements and take their advice – a good recruitment consultant spends 50% or more of his time talking to candidates in the industry – they should be able to provide you 2 invaluable services… Consultation & Recruitment…
2) Recruitment is NOT just posting jobs (and it’s not a HR function) [Sourcing]
If we’ve done a good job of step 1), not just anyone is going to be right for your job. Your specification will determine that you need certain skills and a certain person profile to fit well into the culture of you business. So it makes sense that just posting your job on your site or Monster probably isn’t going to find you Mr/Mrs right… HR processes and policies also won’t find you staff – actively giving your job a presence in the market place and talking to people about it will…! Social Recruitment, like Social Media Marketing is about participation and engagement. Lee Smallwood would say you can measure you ROI as Return on Involvement.
I’ll write a follow up post about the channels, methods of using them and how to capitalize of Social Recruiting tools very soon – Today I wanted to explore the mindset of Recruiting more than the method.
3) Talented staff DONT grow on trees [Hiring]
If we’ve done a good job of step 1), and step 2) and you find that right person – grab them while you can! One of the factors we count into wasted money on recruitment is the time its taken to manage the process!
I’ve worked with 2 clients who believed so strongly in their process of specifying requirements, psychologically profiling and detailed interviews that they have made decisions on the spot and offered jobs in 1st interviews or that evening. they know what they wanted, saw it and hired! You should do the same if you’ve got 1) right!
Closing Thoughts…
> Treat recruitment like a marketing campaign – active and accurately planned.
> Take time to understand what you need… get this right now and save time and money later.
> Participate in the space where your audience is, static job ads will fail.
Resource: freshresources.co.uk
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