Posted on 4/09/2017 by Hannah Grant
Recruitment can be difficult, especially when you are hiring directly. Either you don’t find the right applicant or lose some because they have found another role. These setbacks are frustrating, can cause a reduction in productivity and prevent your company from growing. Unfortunately, there are thousands of reasons why a recruitment campaign can be unsuccessful. So, below we will discuss some of these reasons, as well as the ones that our clients have come to us for, and explore what you can do about them.
This is a balancing act. Not enough time spent on talent attraction and screening methods can result in missing out on some excellent applicants. Too long and you can lose applicants to other roles. You can’t guarantee that delays won’t occur as there are so many internal and external variables that can affect the recruitment campaign. For example, you may not have enough time internally because it is a busy period, or the applicant may have difficulty getting time off work to go to an interview.
The best thing you can do in these situations is to make sure you keep the applicant informed at all stages. This can be done with a quick phone call or regular emails. An applicant should always know what stage the recruitment process is at, which is why updates are so important and they will improve the applicants experience. Alternatively, you can use methods like Video interviewing to reduce time (providing that you have good WIFI) without hampering on the applicant screening quality, as you can still see the applicants body language – which is something you can’t do on a phone call. You can also save time by using assessment centres and utilising volume recruitment methods.
Not Utilising Online and Mobile
We are in the age of online and mobile media. Everything is a click away and we have easy access to viewing critical information. Here at Regional Recruitment Services we have seen an 11.19 % increase in the number of candidates that are using mobile devices this year, compared to the same time period the year before (January 1st – August 31st, 2016 28.50%, January 1st – August 31st, 2017 39.69%). Therefore, it’s important to make sure that you optimise adverts for mobile usage and portray a positive business image on social media – many employers fail by using social media as a job board, you portray more value to potential applicants by giving an insight into what it is like to work for your business. This is a powerful strategy as opposed to spamming a newsfeed with job adverts. Allowing for more strength in employment branding.
Bad Applicant Experience
Unfortunately, it is very difficult to ensure that every applicant has an amazing experience. Therefore, you should make sure that everyone has a ‘positive’ experience during the recruitment process.
This can include regular communication (as mentioned before), even after their interview. It is important to provide feedback as to why the applicant wasn’t successful so that they understand and can learn from any mistakes, or lack of experience/skills required to do the role. People, also don’t appreciate being left in limbo after interviewing in the wait to a potential start date. Constant feedback whilst doing employment checks, and what stage you are on can ease the pressure of waiting to commence employment.
Other things you can do
You can make sure that you properly induct applicants before and after hiring with handbooks, tours and training. Before hiring you should ensure that the applicant fully understands the role, including the positives and negatives, so that they can decide if the role is aligned with their expectations. The REC estimated that a poor hire at mid-manager level on a salary of £42,000 can cost you £132,015 in wasted salary, training, time spent and loss of productivity. You could even test applicants before, not only to ascertain the degree of skill, but it will show commitment. Chances are if the candidate is willing to do a test or presentation, they are less likely to drop out of the recruitment process at a later date. It also gives you a chance to determine potential applicants skill level at the same time. We use ISV skills testing for candidates applying to our roles at Regional, skills testing can range from numeracy to literacy right the way through to call handling. For our own staff, we also set a ‘recruitment test’ where they have to assess a series of CV’s against a job description to form their opinion.
Post hire, you should take the time to train them in company policies and infrastructure, as well as any specialist applications or CRM’s that you use. Regardless of whether they have had experience in what tools your organisation use, it is best to show them your companies standards and give them a refresher course.
We hope that you have gained some useful tips from this blog post. Regional Recruitment could save you time and money in the long run by handling all aspects of your campaign. From screening, to meeting possible applicants outside of working hours to assess suitability. For more information, drop us a message or call us – 0116 262 3733