Are you a Smart Recruiter?

8 February 2016

Change! - The dreaded word! We are creatures of habit, often lulled and comforted with the known and the routine. How often have we heard "if it's not broke, don't fix it" or "let sleeping dogs lie". What would our world be like if we didn't have change agents like Leonardo Da Vinci, Alexander Bell, the Wright Brothers, Thomas Edison, Henry Ford and more recently Bill Gates, Steve Jobs and Alon Musk?

In order to be relevant in life we have to evolve with our changing environment or as George Bernard Shaw put it "Progress is impossible without change, and those who cannot change their minds cannot change anything".

Why am I rambling on about change, relevance and evolution and how does it apply to you being a smart recruiter? Whilst traditionalist recruitment has its place, it can be time consuming, expensive and manpower intensive. As the volume for skilled and rare talent increases and the hiring budget is put under constant pressure, recruiters are hard pressed to discover more efficient and cost effective ways of finding talent. Recruiters need to look to more efficient, cost saving talent attraction initiatives.

With advances in social media, digital advertising and the advent of recruitment technology platforms, it has become easier for businesses to take control of their own recruitment. Leaders should consider incorporating E-Recruitment into the overall recruitment strategy of the organisation ensuring that the following elements are met:

A well-defined and structured applicant tracking system (ATS). The ATS should automatically manage applicants from Attraction to Appointment.
An attractive website with a careers page should be linked to the ATS.
Focused job advertising campaigns should drive candidates via the careers page into the ATS where screening, data-basing and shortlisting occurs. With focused advertising, in time, prospective candidates will know to visit the company's career websites to find opportunities, thereby reducing advertising costs in the long term.
The ATS should ideally manage the attraction of external candidates, agencies and applications from internal staff (succession planning).
All communication with stakeholders (users and candidates) should be handled by the ATS.
The ATS should communicate automatically with candidates to update their resumes stored on the database.
Job applications via Mobile i.e. smartphone and SMS application should be a mandatory feature of the ATS.
Extensive automated, scheduled analytics viz Time to Hire, Cost of Hire, Return on Investment, should measure and report on recruitment efficiency and costing.

If you have incorporated E-recruitment into your talent strategy, congratulations you are well on your way to winning the war for talent. If your talent strategy does not include E-Recruitment or is missing elements described above, then contact us at The Working Earth and we will help you wage the war for talent.

"When you're finished changing, you're finished." Ben Franklin

Request a free product demo or enquire about our pricing today and our team will contact you as soon as possible. Alternatively, you can give us a call or email us on +27 11 475 9668 or admin@theworkingearth.com

Author: Suraj Maharaj, Managing Director (The Working Earth)

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