Not Engaging

When you have targets to hit and roles to fill it can mean you end up forgetting to engage with current and prospective clients and candidates. Catching attention is one hurdle but keeping it is another and one that needs nurturing to help it blossom.

Keep an open dialogue with candidates and clients and communicate regularly. Even if a candidate isn’t searching for a role at that present time by keeping in touch it’s likely you’ll be top of the list when they are.

Failing to Track

Track your engagement rates too and measure the success of your recruitment strategy. Whilst enthusiasm is applauded, diving in head first with no thought out plan can leave you with unfilled positions.

Look at the value in your approach and consider the cost and time to hire along with your ROI. Remember that time is money and look at how you can manage workloads effectively to help you meet targets.

Neglecting your Brand

The job role could be amazing but if you’re brand isn’t then savvy millennials will certainly avoid it. The job market has changed dramatically over the past few years and employees have come to expect a lot more from the workplace than they did 5 years ago.

Don’t neglect your brand and make sure your policies are up to date with the latest HR innovations. Look at what you’re offering potential candidates and find your USP. Be active amongst your industry and become a front runner in your market.

Not Refreshing your Strategy

It’s easy to slip into the habit of relying on what you know for fear of failing but sometimes taking a leap can have big results. Make sure you’re aware of emerging recruitment trends and incorporate them into your efforts.

Social recruiting is the latest hot topic, but relying on one method could leave you short. Use a mix of tactics to attract talent from all areas, after all whilst one employee may favour using social media to contact you another may look at more traditional methods.

The ‘Perfect’ Candidate

The perfect candidate? There isn’t one. It’s time to debunk the myth that the perfect candidate is out there and start looking for a candidate with the potential to be your perfect employee, who you can mould through training.

When recruiting look at what that particular candidate can add to the position and your team. Do they have a particular skill set or work history that other team members don’t? It’s all about finding the potential an employee could have.

Quick Hires

We can rarely predict when an employee will leave a job role and with the majority of notice periods around 4 weeks it can lead to panic hiring simply to get the role filled quickly.

Taking the time to fill positions can allow you to question your businesses motive for hiring again. If it’s a newly created position then this should be well thought out before you begin to recruit. For established vacant positions consider if there is anything that needs to be done differently this time and whether any external factors may affect the position.

Being Lazy

In recruitment it’s essential that you’re enthusiastic about every role you need to fill. If not, it’s likely your lack of enthusiasm will become clear to any candidates you are liaising with. Make sure you’re honest about job roles too. Referrals help to strengthen your brand so if you’ve done the job right then get ready to reap the positive feedback.

Don’t be lazy in your approach to rejected candidates either, whilst they may have not been successful in one role they may be perfect for another. Remember, not everyone will be queuing up for job roles and it’s up to you, as the recruiter, to sell it like it’s the best job in the world.

Search for your next opportunity or register your details at: http://www.halesgroup.co.uk/