Many companies work with recruitment agencies to find candidates for their open roles. This can be because they don’t have the resources to maintain their own recruiting staff, or because their turnover is high and they need help in finding new talent quickly.
The agencies will look through their existing candidate database or post the role on online job boards. They will then shortlist the best candidates and arrange final interviews with your team.
Job Descriptions
Job descriptions are a very important part of recruitment for both candidates and recruiters. They clearly define what the role will encompass and help narrow down the best applicants. They should be well written and clear, with no spelling or grammatical errors to avoid discouraging candidates.
The job description should also include a list of the selection criteria to be used when choosing a candidate. However, it is crucial not to add any criteria that could be seen as discriminatory. This is because it will limit the type of applicant that the company is willing to work with and can be very off-putting.
Other duties of a recruiter include building applicant sources by contacting community services, colleges, employment agencies and the media; and identifying staffing needs and objectives. They may also be involved in extending job offers and handling negotiation. Some recruiting agencies are full-service, managing the onboarding process and all administrative paperwork for employees.
Online Job Boards
Whether you’re looking for your next employee or simply want to learn about new job opportunities, online job boards are an excellent resource. Many of these websites feature helpful support services, such as webinars and interview preparation tips. Others offer salary information and company profiles, which can help you make an informed decision when choosing a job.
Aside from providing valuable resources, job boards can also connect you with recruiters. Many sites provide a standardized application platform, which allows candidates to apply for positions quickly and easily.
Additionally, job board websites can drive candidate traffic directly to employers’ and agents’ ATS, which reduces time spent sorting applications. This can be beneficial to companies in high-recruiting industries, like finance and consulting, where the best candidates may not always be actively seeking employment. Many job boards also allow candidates to upload resumes, which can help recruiters locate high-potential talent. They can then use Boolean search tools to find candidates with the right qualifications and experience.
Social Media
It’s becoming more common for recruiters and employers to look at social media profiles of job applicants. This may include Facebook, Twitter and LinkedIn accounts. It is important to keep in mind that what is written on these platforms can be read by anybody. So, it is best to keep the personal and professional aspects separate. Revealing photos of yourself or posting angry tweets could leave a bad impression on the people you are looking to impress.
If you have been following a company that you are interested in working for on their social media platform, it can be beneficial for you to engage with them regularly by commenting on posts and sharing their content. It shows that you are passionate about the firm and have an understanding of what it does. This type of engagement is highly regarded by recruitment agencies and companies. Three people are hired via LinkedIn every minute. So, be sure to make this part of your job search strategy.
Networking
Recruiters use networking in order to build long-lasting professional relationships with candidates, which can then lead to job opportunities. Networking also reduces hiring time as it allows recruiters to connect with groups of candidates who share similar interests, values and work styles – making it easier to shortlist potential employees.
Moreover, recruitment agencies have a finger on the pulse of which industries are growing and have access to role openings that may not be advertised online or anywhere else for candidates to find. They can also manage the entire recruitment process from job specification writing, advertising, application handling, response handling and shortlisting of candidates on behalf of their clients.
Selecting the right recruitment agency requires careful consideration. It’s important to select an agency that understands your industry and focus area and fits well with your budget. Some recruitment agencies are only involved in the recruiting phase, while others are full-service agencies that handle onboarding and administrative paperwork for workers until they are hired by a company.
