Source | SocialTalent : by Stephen Clarke
It can be incredibly frustrating for recruiters when they don’t see the best results after putting a significant amount of time and effort into developing what they think are, robust recruitment strategies. After all, employees are the backbone of every organisation and if recruiters don’t bring in the right talent, the organisation suffers.
But have you ever wondered why your recruitment strategies fail? Have you identified the main reasons as to why this is happening? Do you actually understand these problems? It’s funny because we come across companies all the time that are so good at certain aspects of recruitment, yet fail so badly at others. For example, your recruitment marketing campaign could be fantastic at attracting candidates but when they arrive on the careers site, the application process is sh*t! After training over 1,000 companies in 90 countries, we believe these are the top 10 reasons why recruitment strategies fail:
1. Not Setting Measurable Objectives
It pains us to say this but so many companies are not even clear on their recruitment objectives and goals. Seriously, this is the first thing every single recruiter should be doing. Why are you recruiting? What do you want to achieve by doing it? What results would you like to see? For many companies, this seems to only become important when it is apparent that there is a huge lack of results during the recruitment process.
Setting specific goals and objectives before you get started will help you measure success or failure as well as ROI. For example, an objective for your recruitment strategy could be to increase employer brand awareness, while a specific goal relating to that objective could be to increase traffic to your careers site from social media by X%.
2. Not Defining Your Target Audience
Sigghhhh! Too often when a position becomes available, recruiters skip a few steps ahead and become overly eager to fill the position as quickly as possible. Little time is put into actually defining the calibre of candidate this job role should attract. This means when it comes to marketing the new role, recruitment messaging is totally lost which means much less engagement, making a recruiter’s talent acquisition process more difficult.
Recruiters need to make a concerted effort to work with hiring managers and ensure the job description is current, it has the appropriate language to attract relevant candidates and it motivates candidates to actually apply. “But how do I go about doing this?”, we hear you ask. Simple: start developing your candidate personas which are idealistic versions of the types of candidates you wish to attract.
3. Your Employer Brand
Your employer brand is a critical element when it comes to establishing a competitive advantage in the labour market. So why do so many companies struggle to comprehend how a strong employer brand leads to recruitment success? This lack of understanding can easily translate into a poor candidate experience, and even negligence of current employees. Today’s candidates often look at reviews of a company before actually applying so if they see that you have a poor employer brand (or none at all), it could deter them from submitting their info.
One of the strategies that recruiters have begun to unlock the value of is content marketing which can be a crazily effective way to raise awareness of and amplify your brand. Content Marketing involves publishing educational and valuable content for users which can help you develop long-lasting relationships with candidates.