Everything around us is evolving and so is recruitment. In fact, Recruitment seems to be a really hard nut to crack. Nothing transformational yet. That’s for another day to brainstorm though.
There was a time when companies had a full control over the hiring process but the situation has changed. According to statistics, the majority of job seekers start looking for a job on Google. Everyone can find any necessary information about any company in just a few clicks: what positions are available, what the workplace looks like, or even what is the salary.
As a result, employer brand is paramount. Recruiters need to think more like marketers to create an engaging, helpful candidate experience.
It’s sad to look around and see multitude recruiters and hiring managers still struck in the archaic age. They are just struck and this makes the entire recruitment process suck, and thus starts the ripple effects of candidates hating recruiters and vice versa.
Let’s understand the base fundamentals of Outbound and Inbound Recruitment
Outbound recruiting is a traditional approach. It involves posting jobs on your website or job boards. Recruiters who stick with outbound recruiting fight for new talent. They search for promising candidates and use any means possible (emails, cold-calling, ads, events) to present them to the company. If recruiters didn’t reach out to the candidates, the latter wouldn’t otherwise think about working in the company or know about it at all. Outbound recruiting implies the company to initiate the contact. Majority of the recruiters fall into this category.
Although this is a traditional approach yet it works wonders. Its effective, dependable and not all hope is lost for employers. Yet, it has it’s own shortcomings. As you already know (unless you are living under rocks) that it’s no more an Employer Driven Market, you may miss out on crucial talents in this approach.
Inbound recruiting creates a remarkable candidate experience through employer brand content and marketing strategies that help companies build relationships with top talent. The ultimate goal is to increase employer brand recognition while providing useful and persuasive content to either: a) teach about the candidates’ field or b) reflect a positive perception of your company as an employer.
To be specific, inbound recruiting is the long term solution to advance your talent acquisition strategy. Thus employer Brand is crucial to help you constantly expand the high quality applicants pool. In fact, various organizations have already chosen inbound recruiting as the optimized strategy. Although it takes business leader quite a lot of time and efforts to see the results, the quality of hire is proved to be improved significantly.
The majority of innovative companies today use both inbound recruitment and outbound recruitment methods. However, the latter method is gradually becoming as a plan B method for recruitment. That is to say, outbound recruiting only applies when you do not successfully attain enough high quality candidates from current inbound recruiting strategy.
Most companies do not have time or resources to pursue effective recruitment strategies.
That’s where top recruitment firms like Staffio Search come into play. We have been in the market doing things which we love for long enough to understand the market scenarios, read candidate’s pulse and see the hiring trends evolve first hand.
We will write more on both the recruitment types and which suite you best in the coming days. We will also share awesome resources and guides which will take your hiring a notch higher
Now, How does it feel to have a strategic recruitment partner by your side advising you on your hiring strategies and ensuring you win the war of talents? Feel awesome isn’t it?
Talk to us today and let’s help you reach your target talents
Crafting a compelling job description is essential to helping you attract the most qualified candidates for your job. With millions of jobs being posted regularly, it’s crucial that your JD attracts the right kind of talents day 1.
The key to writing effective job descriptions is to find the perfect balance between providing enough detail so candidates understand the role and your company while keeping your description concise. Indeed.com says job descriptions between 700 and 2,000 characters get up to 30% more applications. Hmmm, did you know that?
Your job description is your chance to connect with potential candidates. And first impressions matter.
So what is a Job Description?
A job description summarizes the essential responsibilities, activities, qualifications and skills for a role. Also know as a JD, this document describes the type of work performed.
Here are a few pointers for you to check before posting one:
Title. Obviously the most important element in a job description. Make your job titles specific. Targeted job titles are more effective than generic ones, so be precise by including key phrases that accurately describe the role.
Non-traditional job titles (like “Sales Guru” or “Rockstar Designer”) are unrealistic and also stupid. Trade disingenuous job titles for clearer ones. Stick to standard experience levels like “Senior” rather than “VI” or other terms people are less likely to look for.
Job Summary. Think of it as your elevator pitch. This is the content that either drives a talent away of grabs eye balls. This is most definitely your sales pitch. Being in the recruitment sector, you would be surprised to know how many funny JD’s we come across each day.
God bless such employers.
Help candidates visualize a typical day at work. Break responsibilities into short, clear job duties. Open with a strong, attention-grabbing summary. Your summary should provide an overview of your company and expectations for the position. This piece of content will turn around the hiring game for you.
✔️Outline the core responsibilities of the position
✔️Highlight the day-to-day activities of the position
✔️Specify how the position fits into the organization
✔️Include a list of hard and soft skills
✔️Include Must Haves and Preferred Skills
✔️Keep the content concise
That said, a few things to avoid when writing job descriptions
If you want to create a diverse workplace, an equal opportunity disclaimer is a good place to start, but even unconscious bias in your job description language will cost you candidates.
Tools like Textio help you create gender-neutral job descriptions by identifying masculine (e.g. “ambitious” and “challenging”) and feminine words (e.g. “collaborative” and “support.”) This is especially relevant for tech recruiting.
List job requirements in a clear yet positive tone, even if you want to eliminate unqualified candidates. Instead of – Candidate with less than 5 years experience won;t be considered which is an is an unfriendly way to introduce your job, try writing – “Please note that this a mid-level role, so proven experience in X field with a Minimum 5 years experience is important.
A well-crafted job description opens the door for a successful hiring process. Once you’ve piqued candidates’ interest with your job ad, showcase your company culture with an attractive careers page and screen candidates with a quick and effective application form.
Looking for an end-end strategic recruitment partner? Talk to us and we will be right there to help you attract top talents. Staffio Search‘s team boasts of incredible search specialists who help top employers in end-end recruitment process. It’s no surprise that we are a very powerful recruitment agency attracting niche talents
It is ridiculously easy for a job-seeker, no matter how qualified, talented & competent, to get beaten down and to start to think there’s something wrong with him or her. Its easy to bog down the finest of talents & shatter their dreams.
Hundreds & thousands of amazingly well polished Talents are running haywire because of useless recruitment methods. These processes are insane and sucks out our energies. The recruiting process is broken. Qualified people can’t get job interviews and if they do manage to get them it will drive them away.
Many Talents feel frustrated and sucked out that they discount themselves. They think they do not have what it takes to grab that Offer. In reality, YOU are not alone. You are not defective! You are talented, smart and creative but the recruiting process is designed to beat your confidence out of you and grind you down to mush.
The recruiting process is broken from start to finish. The way companies write job ads is ridiculous, ineffective and insulting. The way they screen resumes through mechanical means by searching for keywords is downright idiotic. The way we interview people in a stiff, scripted way that sucks all the juice out of a conversation is embarrassing.
There is nothing whatsoever lacking in you. If you read job ads you might start to think that everyone else in the world has more qualifications than you do, but that is not true and nearly every job-seeker feels that way.
The biggest problem with the traditional, slow, bureaucratic, and soul-crushing recruiting apparatus is not that you could spend months lobbing applications into it and never get a job. That’s bad of course, but it isn’t the worst part of the broken recruiting system.
Recruiting practices in most organizations do a better job of driving talents away than inviting talented people in. If employers care about talents, they’ll treat job applicants like gold once they’ve got them into their pipeline. They’ll make recruiting for open positions their highest priority.
“Every organization gets talents they deserve”