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5 Recruitment Lessons Learned from 2014

Written by Holly Watson | December 16, 2014 | 0 Comments
happy-new-year-2015-BSWith more companies looking to take control of their hiring process and become accountable for their own recruitment, technology has stayed at the forefront of everyone’s minds in 2014.
New systems and processes have been required to meet this demand and the benefits of using recruitment software, such as applicant tracking systems, have been invaluable.
What’s more, there’s been a shift in the market and it’s become candidate driven once again. With a shortage of skills across various industries and the demand for staff at its highest for over a decade, recruiters have had to adopt new techniques in order to reach the right candidates.
As 2015 fast approaches, Webrecruit explores the top five lessons that 2014 has taught us and points that you may wish to reflect on as your business enters the New Year:

1. Spreadsheets work against you when it comes to managing your recruitment

With more and more businesses realising the benefits of bringing recruitment in-house, they are also learning about the value of recruitment software.
Recruitment software, such as applicant tracking systems, can greatly reduce the amount of admin involved in your recruitment process.
It is also fantastic for reporting purposes – whilst spreadsheets might allow you to review your data, recruitment software provides the functionality to analyse information and produce reports.
The ease of reporting is becoming increasingly important as it allows you to track and improve your recruitment metrics, such as time to hire and cost per hire – all vital for measuring your progress when bringing recruitment in-house.
For more information on how you could be using recruitment tech this year, grab a copy of the In-House Direct Sourcing Guide.

2. The importance of a solid employer brand is growingBrand-notepad-BS

72% of UK acquisition leaders cite that the strength of an employer brand has a significant impact on hiring, according to LinkedIn Europe’s UK Recruiting Trends Report 2015.
Employer branding is maintaining its position as a long-lasting trend in the recruitment sphere – but how can you build an effective employer brand?
One way of doing so is to establish a good social media presence, however don’t spread yourself too thin – for example, it’s much better to have a regularly updated Twitter feed than sparse accounts across all platforms.
Use your social media accounts to share projects that your business has worked on, good feedback from clients or any information that will emphasise your culture to potential candidates.
A web-optimised, user friendly careers site is also a great way to build your brand. An effective careers site creates a destination for candidates and is a place where you can sell your company, talk about the great benefits you offer and allows you to communicate your brand values.

3. Social media is just as vital as ever

Social recruiting is not just a passing trend – it’s here to stay and is becoming the norm for recruiters across the globe.
93% of recruiters are currently using, or plan to use, social media to support their recruiting efforts, according to the Jobvite 2014 Social Recruiting survey. Plus, a huge 79% of recruiters have made a hire using LinkedIn.
But it’s not just LinkedIn – more candidates are now using Facebook and Twitter to find employment and an increasing number of employers are using these platforms to screen or assess candidates to see if they may be a potential culture fit.
Social media is also excellent for finding passive talent and locating those candidates who aren’t actively seeking a new position but possess those all important skills that you require.

4. An effective recruitment advertising strategy is key

While we all know that a well constructed job advert is important for attracting candidates, it’s also worth developing a strategy for where to advertise your vacancies.
As both the breadth (quantity) and depth (quality) of your advertising is vital, it’s important to conduct research on your recruitment advertising suppliers.
Candidates use, on average, 16 different resources when searching for a job online, according to the 2013 Candidate Behaviour Survey by Careerbuilder. This implies that candidates, overall, aren’t loyal to using just one job board when searching for their next role, so covering all bases is key.
Additionally, let’s not forget the importance of Indeed. As the UK’s #1 aggregator and job board, web optimisation is crucial to make your vacancy appear at the top of their job list.

mobile-BS5. A mobile-optimised recruitment process makes for a much more positive candidate experience

With the popularity of smartphones and tablets continuing to rise, more candidates are using different devices to apply for vacancies online.
In fact, 46% of candidates complete their application on a different device to the one where they originally viewed the advert, Webrecruit found in their 2014 candidate survey. Plus, 38% of candidates would be put off from applying for a role if the company’s site wasn’t mobile optimised.
As such, having a careers site that is easy to use and optimised for multiple devices is more important than ever – just think about all the candidates that you could be losing out on.
Is 2015 the year that you take the step towards bringing recruitment in house? Webrecruit’s In-House Direct Sourcing Guide provides you with all the tools and frameworks required to achieve this.

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