With a lot of choice in the market, the prospect of choosing an online recruitment advertising partner for your business can seem daunting.
There’s a variety of service offerings out there and it can be tough to find one which matches the unique requirements of your company.
Webrecruit recently caught up with Abigail Brown, Director of Openingz, to discuss what’s important to her when choosing an online recruitment partner and how we help to ensure the success of her clients’ recruitment advertising campaigns.
When we spoke with Abigail, she stated that her main requirement in an online advertising partner was flexibility.
“As I work with multiple brands, I need a flexible service. Through Webrecruit, my clients are able to gain access to multiple advertising sources to give their vacancy maximum exposure. It’s win/win for both myself and the brands I represent” Abigail says.
The ability to tailor advertising sources for individual vacancies is important. If you’re recruiting for a multitude of different roles (or, in Abigail’s case, multiple brands), a one-size-fits-all approach doesn’t really work.
This is why flexibility is key – think about what will work best for each vacancy. Advertising sources that might be successful for one role won’t necessarily work for another position. Try to find a package and level of service that can be tailored to meet your needs.
2. Exposure to a mix of candidates (without the pressure of handling multiple job board contracts)
Most HR professionals don’t have enough time to manage multiple job board contracts as well as juggling their day-to-day activities. When speaking to Abigail, she commented:
“I’m not in a position to be able to manage multiple job board contracts, I could only manage one or two relationships; Webrecruit helps me open up channels to reach a wider pool of candidates”.
Handling multiple contracts with recruitment advertising suppliers can be time consuming, not to mention costly. Having an advertising partner to help you manage this can save you a great deal of time and stress and will allow you to focus more on the quality of candidates rather than managing all of the little details yourself.
3. Expert advice and guidance
Attracting candidates isn’t just down to the placement of your job advert – think about the details, such as the content of your recruitment advertising.
“When I’m competing with all the other businesses out there, it’s great to have support from Webrecruit – even down to the small things, like help from the Copywriting Team with the construction of the job adverts and their knowledge of search engine optimisation (SEO). This means that the adverts are found by relevant candidates at the top of job boards’ search engines...” – Abigail says.
This advice and guidance provides Abigail with the tools and knowledge required to give each vacancy the best possible shot at attracting the right candidates in a competitive market.
4. An efficient way of managing your incoming applications
A greater number of HR professionals are becoming aware of the benefits that recruitment software, such as an applicant tracking system (ATS), can offer.
However, if you don’t have the requirement or funding for full-blown recruiting software, it might be worth considering trialling a smaller system (such as Webrecruit’s Fusion Plus) or by switching to simple candidate management technology, such as a shortlist manager.
A shortlist manager is a great first step to take if you’re still using spreadsheets and emails to manage your recruitment.
When Abigail uses Webrecruit’s candidate management technology, not only is she able to view all candidate information through one centralised system, each of her clients is also able to log-in and review applications themselves, saving her lots of time in downloading and sending on CVs manually.
Candidates are also stored in individual ‘pots’, allowing you to view what stage of the application process each individual is at and how many applications there are still to be reviewed at any one time.
5. A method of communicating with all candidates that doesn’t suck up your time
Communicating with your applicants, both successful and unsuccessful, is vital for improving the candidate experience and your employer brand. No business wants a reputation for being unresponsive and this can leave a bad impression of your company with prospective employees.
However, communicating with every single candidate can be time consuming, especially if your vacancy is drawing a lot of interest. When you have minimal time to arrange interviews with high quality candidates, it can be almost impossible to find the time to contact unsuccessful applicants.
This is where recruitment software, such as a shortlist manager, can become your new best friend.
“The Fusion shortlist manager is so easy to use. What I like most is the automated candidate communications that are sent out. So, even if someone isn’t successful, I know an email will be sent out on behalf of the brands I am working with to update them. It’s better for the candidate journey and experience, and presents my clients in the right way.” says Abigail.
When you place a candidate into one of the ‘pots’ that Fusion offers, an automated email will be generated (which is customisable, depending on the level of technology you choose), ensuring that candidates are kept informed and are aware of where they stand.
Not only does this save you having to type out endless emails, it’ll also save you time in handling queries from candidates asking what the status of their application is.
As each company has individual needs and requirements when it comes to looking for a recruitment advertising partner, don’t be afraid to ask questions to help you make a decision.
Interested in learning more about how Webrecruit’s online advertising solutions have helped Abigail and Openingz? Find out more.