We caught up with a management partner recently and after an interesting chat, we thought it may be a good idea to address the realities of using online platforms for recruitment.
There is a misconception that using online recruitment platforms takes the hassle out of finding new employees. It can actually consume more time and resources than hiring a specialist recruiter.
Let’s use an example of an online job ad that draws in 1500 candidates. Some draw in less and some draw in more but we will use an example like this because, we have noticed due to Covid-19 furloughing and businesses folding, there are more active job seekers in the market. These would probably be whittled down to 8 candidates to take through to the next interview stage.
To whittle those 1500 down, you will require someone to dedicate their time. An HR Manager on their own probably couldn’t get through it in a timely fashion whilst also fulfilling their other duties so they would probably need an assistant to help. This is already costing the company time and money. These services are not cheap either. Obviously, prices vary but for those fees you would expect to be provided with some kind of admin to help you sift through the applications.
How do you know you are getting the best and not missing out? Well, you don’t. Sometimes a candidate will apply to a job without reading the job ad and isn’t actually interested in the job when they find out more information. If this type of candidate is removed from the equation, it will save the company some resources.
Some of these sites work primarily for social networking with added job search functions so they do not help you build trust with prospects. They do not help persuade a candidate. They do not help you highlight the perks of working for the company without having to oversell.
According to Glassdoor, 35% of those in full employment would switch jobs without the need of a pay rise, so you are actually missing out on great prospects who are not actively looking for a job yet.
It may be so obvious but good candidates are hired quickly. If you have 1500 applications and you are working through them as quickly as you can, even two people working full time will take around a week to finish this task. In times like these when there are quite a few job seekers and where companies are confidently seeking out the exact right candidate to fill the role, it is safe to say that they can get the exact candidate but only if they move quickly and decisively to capture them. Wait around and they will have been approached and signed up by another company. Those other 1499 candidates are standing in your way.
The spray and pray approach, where you are targeting a large group and hoping to find someone with the relevant skills, can work sometimes but, more often than not, it results in wasted resources and little result to show for them.
Sifting through that amount of candidates is just too impersonal. To move at pace and get through them all, each resume will only get a few seconds to make an impression before moving onto the next one. If someone’s CV is not great or has not been updated recently, they are on the rejection pile automatically. What is needed, and what this approach prohibits, is deeper research. Traditional recruiters still have those skills that are needed. They still search and research, they still communicate, they still talk on the phone and via video call. They can read between the lines when it comes to a CV or cover letter.
Junior candidates and graduates will often find jobs by other means, set alerts or go directly to company websites, so using the online recruitment services may be missing out on a huge demographic. At all points, opportunities are missed when using online recruitment sites. A company must weigh its options and work out whether it is really saving time and money that way.
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