Sourcing is no common task especially when you have to organize and implement everything by yourself. Hiring an RPO Service Provider can make your work simple but if you choose to do it by yourself then this piece is for you. We have made a list of three common mistakes committed by employers in sourcing talent. Read on:
Narrow Search for Candidates:
As an RPO Service provider , we cannot stress more on the policy widening your search for candidates in terms of age ,experience, culture ,gender. It increases your chance of attracting top talent and also enhances your reputation as a diversity program is an indicator of good employment practice.
Discounting fresh graduates:
While there are some okayish numbers of companies who take these fresh graduates seriously and call them for interview; Most of the employers desire experience and overlook fresh graduates.
More often than not, a fresh graduate can bring a lot to your team at a nominal cost and he can be easily modeled to fit your organization needs. The cost of hiring a fresher is also low when compared to an experienced .So, Instead of discounting them, you can check out his credentials to get an opinion and call him for an interview. When you are spending a lot of time on recruitment, giving a shot is a worthwhile approach.
Not using Social Media for Recruiting Process:
No one can deny the importance of branding and creation of social media awareness among your audience. There is a whole industry called “Social Media Marketing “to aid this process. But the most common mistake most employers seem to commit is not using their social presence for their recruiting processes. Be it while sourcing or gaining insight on the personality of your prospect, the social media can be an immense tool.
An Executive Search is recruitment service that is specialized in sourcing and recruiting candidates for senior level and executive positions. A ‘good hire’ at a senior level who can make a great impact on the performance of the company and its employs is what organizations generally look for. These talented ‘A’ listers are not as visible as others and hence you require a good headhunter (as they are called in recruiting business), who can get you the perfect blend of the best in business and the right fit.
It takes a lot of work from the recruiter’s side to get in touch and attract the prospective hire which is why the Executive Search is one tough job in the recruitment market. This work is performed by Professional Executive Search firms or sovereign departments in recruitment agencies with highly experienced head-hunters who are well versed in this line of work. These firms are hired by organizations that are looking to fill the senior positions to help them in sourcing and making right decisions in the recruitment process. An Executive Search Consultants (folks at these firms) work begins with identifying the best candidates for the job; personally meet them to evaluating their strengths and weaknesses and present and the detailed report to their client. As soon as the approval is given by the client they persuade the candidates and also tactically guide the negotiations.
As simple as it seems; it is easy said than done. The most important task for an executive search consultant is building a strong network and contacts, which happens to be also the toughest. Important because their job gradually becomes easy and tough because building a strong network is a continuous and a never ending process. An experienced firm is mostly preferred because of their strongly built network and contacts in the recruitment industry. But experience must not be the only queue in selecting an Executive Search firm; one must also consider the practices and operation of the firm to make the right decision.
An age old way of sourcing candidates for the job starts with giving the call: “Vacancy advertisements” in newspapers, it has soon evolved in to job posting on specialized editions and later into online relevant job location portals. The system follows a familiar way: Invite applications, schedule interviews and select the best fit in the lot. This method has served its purpose for decades now and is almost on the verge of becoming obsolete. Of course there is no harm in employing this method but you certainly will not reach your recruitment goals of sourcing good candidates, if this is the only method you had to use for sourcing the right candidates.
It has been found that there are not more than 30% of applicants who are in an active pursuit of job; the remaining 70% of the club is the combination of folks who are not in an active pursuit i.e. employed people who are not in search of jobs and also the folks looking for better positions. So basically by resorting to this age old practice of job posting you are only targeting those 30% of active job seekers and are most probably missing out on the majority. It was also found that more than 45 % of the applicants who respond and apply to your job posting do tailor their resume to suit your needs i.e. they are under skilled.
Statistically speaking, 45% of 30% is not good by any means, isn’t it? The fact that everything we said above is under the assumption that your job posting is visible (which is usually not) to all of this 14% of active applicants must worry you too. You do not get hold of the best candidates here. Not only that your exposure is very low, there is not much in your hands except for waiting. Yes, there was a time when job posting was effective but that was when it was the only go to option for sourcing. Isn’t it wonderful if you can get access to all the best candidates where entire control lies in your hands regarding the qualifications you need?
Yes, you bet it is. The process is C.V Sourcing and you can find more about it here.
True that you have a well built a strong H.R team who are well versed with your company and also are well aware of your company needs. But a more fundamental level there is a small difference between knowing the problem and finding the solution to the problem. Especially in a market where the talented individuals are very hard to find, it’s rather a herculean task to find the right fit. Do you really think your H.R. team can manage this task all alone while simultaneously managing their other responsibilities? No, not really possible.
Scaling up your H.R team might seem like a worthwhile approach. But that doesn’t sound practical too. Most of your recruitment needs are short term and employing a permanent team to aid these short term needs doesn’t sound practical. Does it? It’s a twofold problem: You need an expert team to handle your specific recruitment needs and you want them dedicated to your company which is essential for better results. Here’s a simple solution to tackle this problem: Recruitment Process Outsourcing Services.
A Recruitment Process Outsourcing Service (RPO) is service where you outsource your recruitment process to an external service provider, a group of professional experts who dedicatedly work towards a common goal of finding the perfect fit for your company. Equipped with a huge network and all the advanced technical facilities, they have an unparallel access to everything that helps in doing their job in the best possible way in a short amount of time. They literally search entire world and make it possible for you to get access to the right talent. Being the Be it, the highly technical works like Sourcing data that calls for a dedicated personnel or high-profile works like “Executive Search‘’ that demands for a professional help, a RPO service provider saves both your time and money while delivering a seamless quality service.
The fact that RPO Services is estimated to grow by more than 50 percent is the next few years shows how welcoming the market proves to be. Going by this stat, its high time companies start to avail the RPO Services, because while you are just contemplating the benefits, your competitors might have gone ahead with flow to reap the rewards.