STEP 3- SEARCHING FOR THE RIGHT CANDIDATE (BEYOND SEEK AND MYCAREER)
Once workplace culture, position descriptions, and recruitment policies are in check, the next step is to search for the appropriate talent for your organisation. Before posting a position on www.Seek.com.au or www.MyCareer.com.au consider that 80% of jobs are not publicly advertised according to Kelly Services.
Below are some other avenues to explore that may prove even more fruitful, not to mention cost-efficient, for your organisation’s talent search. Internal search, referral schemes, and industry bodies are all great places to start. Interestingly, 19% of respondents in a Manpower survey (slide 12) identified that they would be using “non-traditional or previously un-tried recruitment practices in an effort to respond to the growing challenge of workforce strategy”.
When you appoint from within your organisation there can a positive impact on morale. By offering an opportunity in which an employee has an interest, recruiting internally can inspire employees to perform. Staff aware of opportunities may demonstrate increased commitment to their workplace, as a result of their aspiration to work in the currently offered or potential roles.
An employee referral scheme inspires existing employees to select and recruit suitable candidates from their networks. As a reward, the referring employee usually receives a referral bonus if their referral is successful. Recruiting candidates this way can be a very cost-effective and an efficient recruitment method.
A benefit of such a scheme can be improved candidate quality, as employees usually do not refer anyone unless they meet the criteria. Referred applicants are also well-placed to critique their own suitability based on information provided by the referring staff member.
The only downside to this scheme is that a staff member’s network is limited and only a small percentage of that network might be suitable. As a way to mitigate this issue, we strongly recommend that a referral scheme is used in conjunction with other recruitment methods.
Industry bodies for talent search
Every organisation has a trade or industry body that represents their interests and/or provides support to members. Many of these organisations willingly promote their members for suitable positions and share application details.
Industry organisations are also a great idea to tap into, as their network reaches out to other businesses or organisations within the sector. Staff appointed from industry bodies usually have prior experience in the sector and have a knowledge of certain roles and expectations. This method may also reduce costs relating to induction, training and retention further down the track.
Agency vs. Do-It-Yourself
Before advertising directly, consider the appointment of a recruitment agency to assist with talent search. Published in March 2014, a study by the Australian Workforce and Productivity Agency, found:
Even though recruitment remains an important function of the human resource management framework of many organisations, it is increasingly being outsourced to external recruitment agencies. Organisations are also insourcing—physically locating a representative of a recruitment agency within their business.
Using an agency removes much of the HR issues that come with appointing directly into your organisation. Agencies can be useful for sourcing appropriate candidates, may already have appropriate candidates on their databases, and can search for specific skills and experience.
Unfortunately some agencies can refer unsuitable candidates assuming that they will fit in order to accept a quick commission. It’s important to consider a recruitment agency’s fees and contracts regarding appointments before assigning any search to them.
Stay tuned for part four in our five part blog series- Using a Great Selection Process!