5 Recruitment Lessons I’ve Learned Over the Last 20 Years

5 Recruitment Lessons I’ve Learned Over the Last 20 Years

5 Recruitment Lessons I’ve Learned Over the Last 20 Years

During the last twenty years, it’s safe to say I’ve seen the face of recruitment evolve…

I have made some mistakes in that time – and I’ve had some lucky breaks too.

I’ve learned a LOT.

And from a shift in the way candidates communicate to the emergence of artificial intelligence, hopefully my insight into the industry will enable your HR team to optimise their processes and achieve better results.

Here’s what I’ve learned (so far):

1. Play the long game

It sounds simple, but it still surprises me how many recruitment and HR professionals opt for the instant solution over the long-term one – not least when it comes to sourcing candidates.

The best way to find the perfect candidate is to build up a talent pipeline in your field and keep them on file ready for when the next opportunity arises.

And I’m not just talking about keeping their name on file to dig out when you have an opportunity; I’m talking about engaging with and getting to know candidates.

Once you understand their personal circumstances and experience, you’ll remember them more easily for when the time is right.

That will impress them, make them feel loved and certainly attract them to your business.

2. Show enthusiasm

To successfully source the best candidates, you need to wear many hats. You have to be adaptable, thick-skinned, empathetic, but more than anything, enthusiastic.

In essence, you have to sell the position to a candidate. And the only way to do this is to show attention to detail and a true passion for the role you are trying to sell.

A candidate will buy into your enthusiasm for the role and instantly want to go the extra mile to secure it.

And I’m not just talking about face-to-face enthusiasm either.

I can see whether a recruiter or HR professional really believes in the position within the first couple of lines of the job description.

That’s why it’s vitally important that you take the time to craft the right content.

Position your company as an employer of choice.

3. Never give up

This probably won’t come as a revelation to you.

However, it’s always good to have a reminder.

Yes, candidates will let you down along the way, causing complications and a few grey hairs.

The key is to dust yourself off, breathe and get back out there.

Find the inspiration you need and surround yourself with positive people who will guide you through the testing times.

Stay motivated!

And if my “wise” words don’t work, you could always read our recent blog: 27 Motivational Quotes From Famous Movies!

4. Embrace technology and social media

I’m not the biggest tech fan – in fact, I’m rubbish at social media.

But even I know that technology is absolutely paramount in the recruitment industry today.

Artificial intelligence is streamlining the way we work, while social media is providing us with a platform to reach more candidates.

And then there’s the meteoric rise in mobile technology. According to The State of SMS, there are 79.14 million active mobile phone devices in the UK.

This revelation, paired with the fact that adults over 16 spend in excess of 60 hours a week on their smartphones, gives you a huge opportunity to instantly reach potential candidates.

Making your website and job adverts mobile optimised can drastically improve the candidate experience.

In fact, further research revealed that 72% of active candidates and 62% of passive candidates view a company’s site on their mobile device.

My advice is to try new things and stay in the loop with the latest trends.

If you don’t, you’ll struggle to move forward.

5. Always consider diversity and equality

Creating a diverse workplace often leads to big success.

Yet over the last ten years, I’ve seen so many businesses opt for the same types of people again and again.

This issue boils down to the way they recruit – unknowingly putting certain candidates off from applying.

The reasons vary from asking questions which alienate certain sections of the community to failing to identify which social media platform offers the greatest mix of applicants.

You need to look at the way you source candidates and analyse how you deliver your job adverts.

Remove bias from the process and you might start to see a more diverse range of people apply for your vacancies.

You can learn more about this by reading: 8 Guidelines to Reduce Unconscious Bias In Your Recruitment Process.

My final thoughts

The biggest lesson I’ve learned over the past ten years is that you have to be adaptable.

All of these points I’ve included above require that trait.

A closed mind will impact your achievements and enable other businesses or professionals to leave you behind.

Stay switched on and don’t be afraid to try something new.

Whether that’s experimenting with a different social media channel to source candidates or testing an alternative way of communicating, it’s worth a go.

I’ve used this approach and it’s turned out pretty well so far!

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