5 ways to check whether your recruitment strategy is aligned with the modern job seeker in 2017

1. Do you rely on CVs?

A candidate’s CV isn’t completely obsolete, but with high volumes of speculative and irrelevant applications from CV driven job sites, it is important to let your operating systems do some of the heavier legwork. A Workology study found that a recruiter looks at a candidate’s resume for an average of just six seconds. That is clearly not enough time to judge if someone is correct for a role. Thankfully, there are a few different ways you can reduce your reliance on CVs.

Online profiles for candidates are a fantastic way to find the best person for the job. A few keystrokes can narrow down the right applicants, and you won’t have to waste time sifting through unsuitable potential workers. This also means the user doesn’t have to keep uploading and resending their CV. It is easier for everyone.

Utilising video applications is also a handy tool to use, especially for customer-facing and sales roles. It will encourage the candidate to think long and hard about the application, instead of blitzing companies and recruiters with their CV, and it will also give you a greater impression of the personality of the candidate, and whether they would fit in with your team. It is important, however, to offer an alternative to video applications, as not every good candidate will have access to a smart phone or feel comfortable with the process.


2. Do you advertise on mobile and social?

This sounds like an obvious question, but in reality the number of companies who advertise for roles on mobile and social is surprisingly low. A study by Deloitte found that only 8% of companies advertise and take advantage of a mobile platform in their recruiting process. This is made all the more astounding when you consider a report by Glass Door found that 79% of potential candidates will likely use social media in their job search.

This means a great deal of candidates that are potentially perfect for your company will completely miss your job spec. According to Campaign Live, the advertising sector now spends more money on mobile adverts than they do on desktop. It makes sense for the recruitment industry to follow suit.

3. Do you offer video training?

Posting video training for new employees is growing incredibly fast, and it has a vast number of benefits for both the employer and their new worker. The company will not have to spend as much time getting the new employee up to speed, which can save money, and research for Forrester found that 75% of people were more likely to watch a video then to read a text document. This can also be a great tool to educate the new recruit about the company’s values and work culture.

On the other side of things, watching video training before starting a role can help ease the new worker’s nerves and make them feel familiar with a company before starting the role itself. If you have a written document explaining rules, ethos and method it can be intimidating and overtly rigid, whereas if you have a video with a face and a tone, it can be reassuring. It’s so easy to do as well, just remember you’re not trying to make Citizen Kane.

4. Do you offer flexible shift patterns?

An increasing number of workers are looking for more flexible hours, whether that is within part-time roles, or shaping their contracted hours around a home-life. If a company is to offer flexible working hours it is a highly desirable perk for potential candidates, and it may unlock better suited applicants to the role.

It is not just a one-way benefit, however, as there have been many studies from leading companies which show that flexible working actually increases productivity and decreases the chance of the worker burning out. It also limits an employee’s resentment towards the company, and will help the employer to keep hold of the best talent. There are so many benefits for companies implementing flexible hours; especially for companies with a global presence.

5. Do you assess personality as much as experience?

It is fair to say that a large amount of experience within an industry does not always mean a candidate is better for a role when compared to someone relatively new to a sector. On the contrary, it is perhaps more likely that, in terms of passion, drive and commitment, the candidate newer to the industry will be a better fit. This, however, is impossible to tell just from a CV and a cover letter.

Personality tests, be it algorithmic or analogue, have increased heavily in both popularity and reliability as more research has been put in to what type of person suits what type of job. An HR Magazine study found an increase in the trust of psychometric testing in recruitment, with 81% of recruiters now confident that personality testing will help successfully place a candidate.

It is highly tempting to recruit based purely on what the candidate has done before, but this can be a mistake. It is crucial your new team member fits the role perfectly, and personality testing can play an important part in decision making process.

Companies

Sign in

Or call the team on +44(0)330 043 8905

Register

Workers

Register

Please register for a worker account via the smartphone app.