Review your advertising strategy
If your recruitment strategy
is to simply place an advert on Seek each time you need to recruit, you are
selling yourself short. The recruitment market is moving quickly and new media
choices are launching every day. From websites targeting graduates and people
starting their careers to media aimed at parents returning to the workforce,
through to mediums for experienced workers, you need to ensure you are
advertising in the media that your target market is looking at.
Propeller is the only recruitment services provider that has an in-house
advertising agency. We provide our clients with free design and copywriting services
to ensure their adverts are unique, stand out and most importantly are booked
to the most relevant media to attract the right candidate.
Give yourself an honest
appraisal of your employment brand
If we asked 100 people what
they thought of your organisation, what would they say? Would they even know
who you are? Employment branding is not just for big corporates with big
budgets. The term ‘employment brand’ is essentially the image people have in
the market of your organisation as place to work.
If you think you are
too small to have an employment brand, think again. If you have advertised more
than 6 times in the past 12 month period, you are big enough to have some sort
of employment ‘image’ in the marketplace. So how do people get an
impression of your company which is ultimately deemed your ‘employment brand’?
It starts from how you present your adverts – how professional are they? How
responsive are you to job seekers when they apply to you? Have you acknowledged
all applications and updated all candidates on the outcome of their
application? How quickly do you process applications? Are candidates
waiting 2, 3, 4 or more weeks to hear the outcome of their application? All
these interactions (or lack of interactions!) are creating an impression of
your business in the market, otherwise known as your employment brand. If you
have an inefficient recruitment process due to lack of time or too many
applications to handle, your employment brand will no doubt be suffering.
You can rectify this by
implementing a candidate management tool (such as the Talent Propeller system)
that allows you email candidates at the touch of a button to update them on the
outcome of their application.
Look beyond your inbox as
a means to manage applications
If you are still managing
applications via your inbox or, shock horror, by post, you need to get with the
times. Candidate management systems can be a life saver when it comes to
managing applications quickly and efficiently. There are many options on
the market with varying price tags. The Talent Propeller candidate management
system starts from $1.95 per candidate who applies with you, or a flat $70+GST.
If the time saving is two hours or more, the tool has essentially paid for
Remember, the faster you
manage applications the more positive the candidate experience is, and the
better your employment brand will become.
Know what you are good at
and relinquish control
If you are an Office Manager
or Financial Controller, no doubt you took years to perfect your art.
Engaging the services of a recruitment expert can mean a faster time to hire
and reduced delays in other work. You don’t need to outsource the entire
process – even just getting support to assist with initial screening, phone
interviews or reference checks can increase productivity of the recruitment
process. Talent Propeller offers our clients the ability to outsource all
or part of the recruitment process on an ‘as-needed’ basis, meaning when you
get busy, you call in the experts to help you.
When looking for
solutions, calculate the total cost of recruitment
If you are new to recruitment
or have it as one of the many jobs you are responsible for in the company, you
may be shocked when you add up your hourly rate with the cost of advertising to
reach a ‘total cost per hire’ price. The average company spends $500 on
advertising one vacancy, then spends 6 hours to review all applications,
schedule interviews and meet candidates face to face. This means your cost per
hire can quickly escalate to $1000 plus. You may find a shortlisting service
such as Talent Propeller’s Shortlisters service a viable and cheaper option.
Skills test to avoid
You never really know the
level of a candidates skill until they start, so as part of your recruitment
process, undertaking a skills test can help you make informed decisions. A
Receptionist who can’t type, a Data Entry Clerk with inaccurate entry or an
Accounts Clerk who has beginner knowledge of Excel…. These scenarios can cost
your business money and reduce productivity. Another consideration is
credit checks, criminal checks and licence checks. If anyone in your
organisation is likely to drive a company car, handle company finances or be
involved in confidential material, investing $25* in a check such as this could
save you thousands of lost dollars.
Talent Propeller provides
skills tests, personality profiles, attitude assessments and a full list
of background checks, ordered on an ‘as needed’ basis.
Never forgo reference
The last but critical part of
the recruitment process is to conduct a proper reference check. A
well-constructed reference should highlight for you the strengths and
weaknesses of your candidate and it should be provided by a previous manager.
Many companies cut corners on taking a detailed reference as their mind is
‘already made up’ and they simply want to confirm their assumptions on a
person. This is a dangerous approach to take and may lead to disastrous
A proper reference should confirm the identity of the referee and
confirm it is the candidates prior manager, as fair and balanced questions that
require a full answer (not just a yes or no) and should provide a balanced
overview of a person’s ability in the role they performed. Be warned of glowing
references and no areas or skills needing to be improved!
If you would like to discuss any subjects raised in this blog, feel free to contact us.