Historically, recruitment methodology fell into two camps.
Sometimes you did both, but they were essentially two separate processes. Not any more.
Advertising has never had more reach, and yet your message gets lost in the noise. Also, a lack of barriers to applying means an inundation of junk applications that take hours to process.
On the other hand, search has never been easier, since resumes and professional profiles are now readily available online, and search tools make it simple to track down individuals that meet your job criteria.
Despite this, hiring managers, talent acquisition specialists and recruitment industry professionals alike still fall for the "advertise and hope-for-the-best" option. When that doesn't work... panic to roll out a full-blown search campaign.
In reality a combined approach works best.
Yes, your ad should attract active job seekers, but also acts as a landing page for passive (searched) candidates. Every job should also include a component of search and you don't need to be a trained recruitment professional to do this. With LinkedIn, you don't need to work too hard to identify candidates that fit your job.
So here's my simple to-do guide to running a modern recruitment campaign:
It really doesn't matter where your ideal candidate comes from: advertising, search, social media, referrals or your personal network, but if you don't use all channels simultaneously then you are underselling your opportunity.
Thanks to modern ATS software, SM management tools, search engines and, of course LinkedIn, with a bit of initial set-up you can create a powerful distribution and candidate capture system that sweeps the market every time you hire.
Want to know more? Dr John Bethell consults to life sciences start-ups on setting up their own recruitment systems on a lean budget. Just visit Recruitment 101 for more details.
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Dr. John Bethell has 28 years experience in health and life sciences recruitment. He is co-founder of two successful recruitment firms employing over 100 staff and delivers training on setting up recruitment systems for start-ups.