Speed favours recruiters

ORGANISATIONS that are quick off the mark and make a greater effort to stand out from the crowd early in the recruitment process will win the top talent in 2008, according to Hays Human Resources

ORGANISATIONS that are quick off the mark and make a greater effort to stand out from the crowd early in the recruitment process will win the top talent in 2008, according to Hays Human Resources.

This was revealed in the recruiter’s top ten trends it expects to influence the recruitment market in the year ahead.

“The whole speed of the recruitment process is going to take off in 2008 and take the competition in recruiting to a whole new level,” said Grahame Doyle, director of Hays.

As speed was the main theme running through the recruitment predictions for 2008, organisations can no longer draw out their recruitment process with multiple tests and interviews as top candidates are being whipped up at initial interview stage. Employers must also be quick to achieve candidate buy-in right from the beginning so as not to risk losing them to competitors.

“Those organisations that do not address the speed of their recruitment process could find themselves missing out on their preferred candidate in 2008’s tight candidate market. Also an organisation that can promote their vacancy and company sufficiently early in interview stage has a much higher chance of successfully employing the right candidate,” said Nicole Isaacs, regional director of Hays.

Due to the increasing number of offers top candidates are receiving, employers need to stand out early in the recruitment process to avoid the tug-of-war between employers.

Employers must also be aware of the recruitment channels and knowing what is the current most popular method of job searching is fundamental to accessing potential employees early. While there is a lot of movement toward social networking channels and the internet, Doyle reminds us not to forget traditional methods.

“There is still great legitimacy to advertising jobs in the print media. When a job is advertised there candidates know it is an absolute real job, the company has invested money in advertising it there,” said Doyle. “But companies should also invest in their brand and not just advertise the job vacancy, but advertise their company,” he added.

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