Stand out in the crowd
There appears to be a lack of clarity in the marketplace for job seekers at present and I thought I would expand on what appears to be an ever growing issue for our clients - How to make your jobs real!
If you are engaging a recruiter then it starts with us, but we need your buy-in to make your vacancy / job requirement real. Greg Savage makes some really good points in his recent video blog about how we have a Cataclysmic Candidate Catastrophe on our hands.
Without going into too much detail, Greg highlights the issues facing many recruiters who are too reliant on one form of advertising – namely job boards. This is also the main place where many employers go to post their ‘real’ job advert, or have it listed by their HR Department.
However, your job advert then faces what we might call “copy-cat fatigue”, as it must compete with hundreds of other similar listings, whilst also being pushed down the search rankings due to the sheer volume of adverts.
Much of this is due to the generic adverts written, or the recruiter that has just come back from a five agency job briefing and now lists an advert in the hope of catching that elusive person who can fill their role before their competitors.
So, what can be done about this?
- Engage with a consultant, like one of us here at one eighty recruitment - we regularly search, source, ring and engage with talent, all without writing an advert
- Create a referral programme - look to your own staff and networks to get the ball rolling and have people talking about your opportunity
- Use a video or a picture – don’t they say that a picture is worth a thousand words?
Above all else, try not to use a job-board – look to your brand. If you are unable to or if you do not want to do this yourself then have confidence that you can partner with people like us. We can market your brand and job vacancy appropriately and reach the right audience.
Recruiters, (the right ones anyway) are great at marketing opportunities – most don’t realise that in many ways they do this already.
Above all else, try not using a job-board – look to your brand. If you are unable to or if you do not want to do this yourself then have confidence that you can partner with people like us who will market your brand and job appropriately to reach the right audience. Recruiters, (the right ones anyway) are great at marketing opportunities – most don’t realise that in many ways they do this already.
The world is full of misinformation, so it can be hard to disassemble the truth and concoct a real story. If you have a strong partnership with someone, you can create a robust process, set outcomes and agree on deliverables to succeed.
Yes, you will be different from everyone else, but this isn’t a bad thing. And I’m sure you’re thinking “well this all sounds great but it’s going to have substantial costs involved”. It doesn’t have to - all solutions for recruitment are scalable, it’s just a case of both parties listening to each other and working out what fits best.
I would ask you this – what is the cost to your business and brand by engaging multiple parties to do the same job, but also by consequence, inconsistently market and share your companies story? Firstly, you haven’t controlled the message and you risk not finding the right person. Second, should you find the person you need to do it again you have to go through the same disorganised rigmarole.
One could argue that the opportunity cost here is missing out on setting yourself up to be able to complete this process in a more timely, amicable manner in the future. What impression do you think someone will have when you have no consistent theme, a candidate process that is disengaging and disheartening and a message that doesn’t make sense to the market?
Why not consider making future recruitment projects easier in the future. Market yourself, set a consistent message, create a candidate engagement process, and run surveys – yes it’s all work! And that is why firms like ours exist.
We are here to listen to you, to partner with you and to take on these responsibilities.
So, why not talk to us – the team here at one eighty recruitment are happy to provide advice or market information for free. It’s about resetting and figuring out what your end goal is (in this case hiring a person or persons) and choosing someone that will provide real outcomes for you.
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As Principal Consultant, Daniel enjoys forming long term relationships with a range of clients and helping their business grow. He started his career in telecommunications, before transitioning to recruitment; totalling nine years of experience with strong networks. When he gets a chance, Dan enjoys spending time at the bach in Taupo and going trout fishing or occasionally taking part in the odd track day as he has a passion for motorsport.