The basics of online recruitment

first_imgFinding job candidates online need not fill you with fear or cost you theearth. Our six-point guide by leading authority on online recruitment AlanWhitford outlines whyThe use of the internet in recruitment has grown hugely in the last twoyears, but it is often difficult to get beyond the hype and the jargon thatsurrounds internet recruitment to gain an understanding of how it works inpractice. There is little to be afraid of as long as you follow the six basicsteps that any organisation must take to fully exploit e-recruitment’s benefitsand prevent competitors from netting all the best talent in the industry orregion. Step 1 Assess your current progress You need to find out how ‘web savvy’ your company is right now. Have you onlygot the basics of online recruitment in place – for example, e-mail, acorporate website, a registered domain name and contact details on every pageof your website? Or are you leading edge? If you are the latter, you will knowwho is visiting your site (through registration or log analysis), use e-mail tokeep in contact with a network of candidates and recruitment agencies, post jobsearches on other websites and search internet CV databases for candidates.Once you have established your level of online recruitment sophistication, thenyou’ll know where to start. Step 2 Identify the right processes Next you need to look at the recruitment process itself. Do you have aWorkflow diagram of your current processes? Are there different processes fordifferent hires? Have you diagrammed the candidate process? How adaptable andflexible are these processes for the changes that internet recruitment andcommunications entail? Keep these key points in mind: First, ensure recruitment is integrated withbusiness goals for workforce planning. One approach is to use internal tools toassess the demographics, skills and workload of existing employees to developkey indicators for future workforce requirements. Another is to establish andstick to hiring timeline objectives and performance measures for yourrecruitment team and for line managers, and to make sure that you have adedicated communications budget. Making effective use of matching and databasetechnologies is also advisable. You need to be able to measure theeffectiveness of online recruitment so set up the metrics for measuringrecruitment spending. Step 3 Identify the skills you need in your recruitment function Recruiters need to become business and relationship managers. In otherwords, the new breed of recruiter needs to use sales and marketing skills in abroader way. It is no longer enough for the recruiter to advertise/post a jobad and wait for the ideal candidate to walk through the door. Today’srecruiters must create an image and brand for their organisation. Step 4 Plan and research your online strategy After thoroughly assessing your employer brand, or what differentiates youfrom organisations competing with you for staff, you are ready to develop yourmarketing plan. Develop a ‘recruitment brand’ – a clear, concise, consistentand targeted message about your organisation. Use this to underpin your entirerecruitment activity, which we look at later on in discussions on branding andcandidate attraction. Based on your candidate research, target your message,advertising medium and location to reach the online job seeker. Ensure that all approaches are linked to and centred on your own recruitmentsite. Integrate e-recruitment into your overall recruitment strategy. You can now take the information on candidates you have gathered and yourmarketing plan to build a complete recruitment strategy. Step 5 Understand the technology infrastructure for recruiting online The basic framework can be broken into two broad areas: internal systems andcandidate management systems. The internal system is your primary HR management system. Many of thesesystems are adding online recruitment functionality, but it should beremembered that recruitment is not the core competency of these companies ortheir systems. The candidate management/applicant tracking system is crucial because if youdo not put in place an efficient, technically capable and integratedback-office capability, all the good work you have done to locate, attract andinterview those great candidates will be lost. Step 6 Develop your corporate website The corporate website is the most important communication vehicle to receiveand process job applications whether through direct, offline or onlineadvertising. Your goals are to source and process candidates, project theemployer brand and build relationships. Corporate sites are developing from joblistings to using functionality to develop relationships with jobseekers. This means usability is vital. However much a jobseeker wants to work foryour company, if they can’t find what they need they will quickly give up andgo elsewhere. A first principle is to ensure the content of your website offers thevisitor value. Important factors in site promotion include: – Make sure the content is relevant to the site – Code ‘meta tags’ into the site – Promote your site to the search engines – List your site with all the directories and lists where job seekers mightgo. Check list…– Market and sell the organisation and the functions within it– Become masters of identifying and tapping diverse sources oftalent– Understand the power of competitive intelligence– Focus on the relationships and candidate experience to buildtalent pools or communities for the future– Measure the impact of what you doAction points…– Press advertising should reflect online advertising and beused to drive traffic to your site– Enhance your referral scheme and feed the resultinginformation into your candidate management system– Set up an internal search capability and become leads driven,rather than CV-centric– Develop re-hiring programmes by using your candidatemanagement system to maintain contact with talented leavers– Integrate the internet with your intranet to increase yourinternal recruitmentManage your recruitment suppliers via the internet and yourrecruitment siteThis article is adapted fromPersonnel today’s one stop guide to Online Recruitment. Online Recruitment is designed to – Save you hours of research time by pulling together all youneed to know in one place– Cut through the jargon and answer all your questions in plainEnglishOnline Recruitment is the first in aseries of One Stop Guides from Personnel Today Management Resources.To order call Caron Berry on 01371 810433e-mail: [email protected] at only £95 & p+p Comments are closed. Previous Article Next Article Related posts:No related photos. The basics of online recruitmentOn 18 Feb 2003 in Personnel Todaylast_img read more