E recruitment
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Transcript of E recruitment
How much does E-Recruitment Cost?
No wonder there are so many ‘fly by night’ agencies popping up all the time! All you need is an Internet connection, a few Social media accounts and you can recruit. Right?
There are 414 million LinkedIn Users
- April 2016
LinkedIn can be found in over 200 Countries
- April 2014
35% of LinkedIn Users access their
profiles daily- January 2016
There are 2 new users every second
on LinkedIn - December 2015
LinkedIn Profiles with a photo get 14x more views
- September 2015
The Key Differences between Traditional & E-Recruitment
Traditional E-Recruitment
Advertising was mainly done in Print Media like the newspaper
Advertising is not only on dedicated career portals but on social media too
There was a more ‘Spray and Pray’ approachThis can be a far more targeted approach to headhunt the most suitable candidates
Audience consisted of newspaper readers Audience is anyone who uses the Internet or social media
Took up to a week to get an up to date CV You can Google and research a candidate in a matter of minutes
Strong emphasis on the personal touch Automated online applications lack the personal touch and will not suit more mature candidates
Have the opportunity to sell the non-financial benefits of the company
Have to offer more than your competitors to create the initial interest in your role. As well as having an excellent online Employer Brand
The Biggest Threats to South African Recruitment Agencies are…
• Companies who hire Recruiters to work for them internally in an in house set up
• Smaller agencies who are willing to work at ridiculously low margins and push our percentages down
• The war for talent is real and sometimes our clients cannot compete with the huge packages on offer from other companies
• NOT e-recruitment as we prefer to embrace this as a positive for us
Can the ‘Human’ in Recruitment ever be Replaced?
• Can an algorithm measure attitude; creativity; personality; culture fit and how a candidate presents themselves?
• How Technology can Help:o Sort through CV data to get to a manageable pool of suitable
candidates very quicklyo Keep in touch with our candidate pool and with our clientso Use Job Boards & Social Media platforms to obtain contact
details and ‘professionally stalk’ people
Why you will always need Specialised Agencies in South Africa
• Internal Recruiters are not as well networked as specialised recruiters as they are often required to focus on general recruitment
• External recruiters have a large passive network of candidates that they can tap into when the right role presents itself
• External Recruiters who have worked in the same industry for more than 5 years often get approached by their previous candidates before their partners even know they are looking
• Even though E-Recruitment platforms are free for all to use, specialised agencies know where to look for their talent and this will always give them the edge
How South African Recruitment Agencies can remain Relevant
• I would recommend that all of the following be done via LinkedIn:
Stay current and always have your finger on the pulse of your niche specialist industry – write blogs; comment in forums & LinkedIn groups and basically make yourself heard
Build your own personal brand within your niche speciality Build trusted relationships across your niche speciality with hiring
managers and candidates. Candidate often become clients and VV. Know where the top candidates are working and what sort of roles
they would consider changing jobs for
How Agencies must embrace E-Recruitment to Succeed
• HAVE A SOCIAL RECRUITING STRATEGY• Explore the latest tools to stand out from
other agencies who may be viewed as ‘too traditional’ in their approach
• Do you add value to your client’s recruitment process?
• HAVE A FAST, EASY APPLICATION PROCESS• You need to strive to maximise your
candidate’s experience through the application process or else they will choose an easier route to their next job
• ONLY WORK WITH CLIENTS WITH A STRONG EMPLOYER BRAND
• Is your client proud of their brand and do they have a desirable social media presence?
• Are you recruiting for a company that candidates actually want to work for?
• USE E-RECRUITMENT TO MAINTAIN A HEALTHY PERSONAL & COMPANY PROFILE
• Even if you are a 3 person agency your social media presence can still be excellent
• Candidates will research you and your company before deciding to meet with you so use this to your advantage
How E-Recruitment will help all of us in the Future
• More cost effective• Access to passive candidates• Increased visibility with a larger reach• Shorter turn around times• Access to higher quality candidates• Competitive edge
Recruiting is Different to Sourcing
Recruiters do so much more than just identify Talent. They also need to consult with Line Managers; conduct interviews;
problem solve; manage offers and many other duties. E-Recruitment makes the Recruiter’s jobs easier but I firmly
believe we still need the Recruiter to close the deal. I believe that E-Recruitment will enhance our value as Agency
Recruiters as long as we use the tools efficiently and effectively.