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What isn’t your recruitment agency telling you?

Written by Kimberley Startup | September 20, 2011 | 0 Comments

What aren't recruiters telling you?

Online recruitment is changing. Gone are the days where you could rely on posting your vacancy onto a job board, sitting back and waiting for a response – or paying thousands of pounds to a recruitment consultant.

Today, the industry has moved on; the dynamics are different.

Why? The economy has forced employers to justify their recruitment spend – again – and look at ways of delivering more for less. On the other hand, candidates who are not unemployed are staying put where their job is safe.

This can make it a difficult task to find a great pipeline of talent for your business.

Let’s put it into context. According to recent statistics from the Office for National Statistics, only 10% of relevant and experienced candidates for your role are actively looking.

The rest are what the industry considers passive – people who may have never visited a job board, signed up to an agency’s books or even heard of your business. But down the line, they could be interested in changing jobs – for the right company.

The emphasis of recruitment has changed and, as a business, you need to find ways to communicate with the passive 90% of your target market.

It’s actually a lot easier than it sounds, and the chances are you are already using some of the tools that can help you to achieve a recruitment strategy that delivers talent whilst reducing recruitment spend.

Of course you still need to target the 10% of active searchers – online advertising should tick this box for you – but you also need to start thinking about who comes across your brand.


How to target the 90%

Passive candidates – they may not be actively looking for a job, they’ll be engaging with a range of people on a day-to-day basis who will have come across your brand.

And one of the best ways to tap into this pool is through social media.

In our last blog, we talked about social media and its effect on recruitment. It’s a cheap, and relatively easy channel to maintain – and an important, up-and-coming recrutiment tool that needs exploring.

According to the CIPD / Hays Annual Survey, Resourcing and Talent Planning, businesses are still struggling to fill their vacancies even though unemployment is high. (If you haven’t downloaded the survey, we really think you should)

It also highlights that half of the organisations surveyed found the economy has had a negative impact on their organisations’ resourcing budgets. This ultimately leads to a conundrum – finding great candidates whilst on a budget.

And this is where social media comes in. Getting your business involved in social media activity – whether that’s creating a LinkedIn group, micro-blogging on Twitter or sharing material on Facebook – is an effective way to start engaging with passive candidates.

Whilst they may not be looking for a role at present, if you can at least engage with these relevant and experienced people, your brand can start to build foster future talent pools. (The key thing to remember, however, is that asking for ‘Likes’ will not foster these relationships. To make it really effective, you need to get your followers to interact with you to really get off on the right foot).


So what about the 10% – the active candidates?

Active jobseekers are those who visit your career page, send their CV speculatively or contacts a recruitment agency.

This is still a highly important pool of candidates who should never be overlooked – but this is the number that puts the pressure on your internal resources.

As a hiring manager looking to cut costs, there are a number of channels you can use to connect with these active candidates, including the job boards, aggregators, social networking sites and CV databases.

Knowing the right channels and how to target the correct candidates takes considerable skill, but get it right and it can be an extremely effective way of targeting relevant candidates.


So as you can tell, there’s a lot of things to consider when recruiting online. An effective recruitment strategy needs to target active and passive candidates. But by investing in time to see just how powerful the resources available are, you could increase the calibre of candidate whilst decreasing your cost-per-hire.

If you want more information, why not get in touch with one of our team who’ll be more than happy to advise you.

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