Recruiting
the right talent for your organization isn’t easy. But, if you urgently need a worker, it would
be much easier to hire a recruiting or staffing agency to at least shorten the
hiring process. Thousands of recruiters
and companies every day can successfully find candidates that fit a business
organization since they are experts and has standard operating procedures that
they apply in the hiring process.
However, some things cannot be controlled especially when most of the
applicants are mislead and hired under the table. This is how missed recruiting fees, takes place. The agency that cannot trace its
applicants and usually have a misconception regarding referral, or may
sometimes be they deny a contract, and there are also cases that what we call
backdoor hires.
These applicants usually
didn’t know the fact that they’ve been, because it is the employer and the
recruiting agency who tackles their agreed contract. Anyone who guarantees a job at a candidate to
some company based on referral is one of the biggest excuses when talking about
backdoor hires. These people were lying
or trying to cheat you for them to escape their responsibilities. When an existing employee referred an
applicant, he/she will be given higher preference, but in the end, it’s still
their performance and knowledge about the work that matters. No special consideration for an employee;
although a company owner reimburses a hired applicant and the employee is not
asked to pay a fee.
But the
question is when you are looking at your recruiting strategy today, what
approach are you applying to track lost applicants? How do you deal with it? Here are the ways to
get more out of the recruiting initiatives that you already do:
Build your talent network:
A smooth and
effective way to build your talent is to gain their trust and offer them what
they need to have to be qualified for the job they are aiming.
Utilize Existing Contacts:
It is
essential to make sure that you don’t only have a written contract but has it
signed and if possible track it on your applicant. Make it accessible and send customized
communications via email or SMS to your best contacts. You have to make it a part of your process
when a new job opens up; you’ll be sending an email to relevant candidates in
your talent network.
Collect & Analyze Recruiting
tactics:
All the
posts that you distribute through job boards, emails, social networks, websites
and many more; you must have a sense of
what specific channels are working and not working regarding bringing in
quality applicants.
Make sure
you have a way to collect essential recruitment metrics for every recruiting
channel you use and most importantly analyze the results. Increase use of channels that work well and
fire the channels that consistently under-perform.
These are
just three missed opportunities that recruiting organizations make but there
are always more. I must encourage you to
take a look back from the daily grind of recruiting and to look forward at what
you can do to improve the results of your recruitment marketing strategy and
finding the best solution for your missed
recruiting fees!
