The start of a New Year is the perfect time to resolve to begin anew – learn a different skill, take up good habits and say goodbye to bad ones, for instance. Unfortunately, New Year’s resolutions are notorious for being impossible to keep. The key to sticking with them, however, is to not take on anything too ambitious. Take the following recruitment-related resolutions – which are neither too costly nor too time-consuming – and use them to help you make big strides in your candidate sourcing efforts in 2014.
#1 – Learn a new recruitment technology.
New technology often feels like the spinach of the recruitment industry: You keep hearing about how good it is for you, how it can give you a competitive edge, and how it can, um, regulate your process. Yet, the idea of trying to it isn’t always appetizing. Maybe you’ve been burned before or find it too complicated and tedious. But if you find the software that’s right for you, you might be pleasantly surprised with how easily it can streamline your process, while saving you time and money in the long run.
Find the software that’s right for you – check out Evaluate and Select Your Recruiting Software in 6 Easy Steps and 4 Ways to Avoid Failure in Your Recruiting Software Investment.
#2 – Respond to every applicant.
While it’s probably not possible to respond to every single applicant, you can at least set up an automatic reply with a quick note on the time frame of hiring, so the candidate knows you received his/her application and is aware of your hiring timeline. (Hey, maybe this can be part of that new technology you master this year.) The way you treat candidates can negatively affect not just your ability to attract future talent, but your business as well. CareerBuilder research has shown that candidates are less inclined to purchase products or services from companies that don’t respond to their applications. In addition to the initial “we’ve received your application” email, you should also make sure to contact candidates to tell them when they will not be moving forward in the interview process.
Get time-saving tips with How to Craft a Candidate Rejection Letter or E-Mail.
#3 – Check your career site from a mobile device.
As more job seekers rely on their smart phones and tablets to search for jobs, employers need to ask themselves, “Is my career site mobile-optimized?” Today’s job seekers not only expect a mobile-friendly job search experience, but they have little patience for companies that don’t have mobile-optimized sites: 65 percent of workers who search for jobs via mobile devices will leave a website if it isn’t mobile-optimized, and 40 percent walk away with a more negative opinion of the company, according to CareerBuilder research. Now is the time to take 5 seconds and check your career site from a mobile device and experience it the way candidates do. Is it hard to navigate and slow to load? Is the application process long and tedious? If so, you may need a mobile career site makeover.
Learn more about creating a mobile-optimized career site with The Opportunities and Advantages of Mobile Recruitment.
#4 – Spring clean your applicant tracking system (ATS).
Chances are you already have a great database of candidates – but are you taking advantage of it? When was the last time you revisited old resumes and followed up with past candidates to get updated information? According to CareerBuilder’s recent Candidate Behavior Study, 77 percent of workers are looking for or open to new opportunities, which means you could be sitting on a huge pool of potential candidates. Take some time this year to re-assess previous candidates. You may find that those who weren’t a right fit for a previous position now have the experience and skills you need for other open positions.
#5 – Give your employment brand some love.
This year, aim to define your employment brand – really and truly define it. Why? Not only is your employment brand what helps you stand out in the eyes of potential candidates – it plays a key role in 91 percent of candidates’ decision to apply, according to the Candidate Behavior Study – but it will pay off in the long run. The same study found that the majority of candidates will accept a lower salary offer to work for a company with a favorable employment brand. Not sure where to start? Start with your employees. They’re the ones who know your culture best and can help you define your brand more than anyone.
For more tips on defining your employment brand, check out Perfectly Defined: 5 Best Practices for Defining Your Employment Brand.
#6 – Mix it up on social media.
If, say, you’re using Twitter as a way to recruit candidates, don’t just tweet out job postings when they become available – engage your Twitter followers with insight, advice and resources they can use to improve their job search – and chances of getting hired by your company. The same goes for Facebook. Not to mention that the more engagement you have with a candidate online, the easier it will be to develop an in-person relationship.
Get more tips for leveraging social media in your recruitment with 5 Social Media Trends Recruiters Need to Know About Now and 5 (More) Social Media Trends You Need to Know.
Tell us: What are your recruitment-related resolutions this year?Related
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