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17 May 2013 The Changing Face of Outplacement by Diana Westlake
3 May 2013
6 February 2013 Commercial Skills Required by John Dodd
11 February 2013 Tough Conversations - practice makes perfect by Stuart O'Reilly
22 January 2013
12 November 2012 Women on Boards Event by Laura Oliver
2 November 2012 Talons Management by John Milsom
10 October 2012
31 August 2012 Allow SID to be Vicious by Keith McCambridge
1 June 2012 The Best Candidates Choose You by Keith Miller
30 May 2012
12 July 2012 Would your team win gold? by Laura Oliver
2 August 2012 Leadership teams – what goes on at 35,000 feet by Keith McCambridge
5 April 2012
14 May 2012 Don't Cut Corners on Job Analysis by Jerome Bull
18 April 2012 CSR - Who Are We Kidding? by Laurence Jackson
30 March 2012
23 February 2012 Stargazing by Melissa Davis
31 January 2012 Some Honest Answers by Colin Mercer
19 January 2012
16 January 2012 Embedding Talent Management by Laura Oliver
7 February 2012 Driving Behavioural Change by Liz Lawson
5 January 2012
18 November 2011 Women on the Board by John Dodd
9 November 2011 Collaborative Leadership by John Milsom
8 November 2011
10 October 2011 Does coaching make you too risky? by John Milsom
7 October 2011 Transparency with Candidates by John Milsom
5 October 2011
13 September 2011 Blinkers off - recruiting from other sectors by Jerome Bull
13 September 2011 Diversity - Make it work for your Board by John Dodd
23 August 2011
19 August 2011 The Future of Leadership by John Milsom
19 July 2011 The Fall of Rebekah Brooks by Melissa Davis
15 July 2011
11 July 2011 Brainpower Vital - Supply Chain Professionals by Keith Miller
17 June 2011 Becoming an NED - Look Before You Leap by Mike Spurr
15 June 2011
1 June 2011 New Media in Recruitment by Ian Richardson
27 May 2011 Adopting Commercial Values by Laurence Jackson
17 May 2011
15 February 2011 Psychological Assessment by Stuart O'Reilly
10 February 2011 Survival Leadership by John Milsom
7 February 2011
19 January 2011 Come Home, All is Forgiven by Keith Miller
12 January 2011 Standing Out From The Crowd by Jerome Bull
10 November 2010
28 October 2010 Hard, Soft or About Right? by Stuart O'Reilly
18 October 2010 Are You a Velvety Merlot or a Complex Cabernet? by John Milsom
11 October 2010
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New Media in Recruitment
Seven or eight years ago the common view among many senior recruitment consultants was that online recruitment would never be an effective tool for sourcing top level candidates. A quick look at national newspapers today demonstrates how flawed this view was – whereas the Sunday Times would once have had 10 to 12 pages of senior vacancies, the Appointments section is now typically 4 or 5 pages long. Of course, the recession has played its part in constraining newspaper advertising, but this alone does not explain the shortfall. Rather, the changes are systemic – the recruitment advertising market has shifted.
For those wishing to supplement targeted search activity with an approach to a wider audience, online advertising now offers a genuine alternative, and at a fraction of the price previously paid for national newspaper advertising. For the last 5 years, Wickland Westcott has been using selective online advertising, coupled with innovative search campaigns through platforms such as LinkedIn, to generate high quality candidates. Just one example; we recently used these techniques to fill three Finance Director roles – the advertising costs came to £1200 per vacancy – approximately one fifth of what it would have cost in the traditional printed media.
As with any emerging marketplace there are many pitfalls and dead-ends to be avoided. Here we share the benefits of our experience, in the form of 7 tips for online candidate sourcing.
- You can broadly categorise online recruitment media into two camps: job boards which advertise jobs, and networking media which can be used to identify and approach potential candidates. Establish the objectives for your recruitment campaign, and then determine which of these options (possibly both) you want to utilise.
- There are hundreds of job boards, databases and packages available. Ensure you understand exactly which audience(s) each targets, and that this audience is applicable to the target role.
- Also evaluate how ‘response-conscious’ each particular site is – some sites sift using quite sophisticated criteria, others are much less granular, for example searching only by job title. Ensure you select a site, or combination of sites, that will access a manageable number of the right people.
- The volume issue: a carelessly placed online advert can yield several thousand responses, most from entirely inappropriate candidates. Someone has to work through these responses, and if you value your employer brand, respond to them. Better to target the right people in the first place. Think through your response-handling process before embarking on the campaign.
- Soup to nuts: plan in advance what the subsequent stages of the recruitment process will be. Who is to do the interviewing and have their diaries been booked? Online advertising can bring an immediate response – you need to be ready to handle it and appear professional and organised.
- Ensure your own organisation’s website is current and candidate-friendly. It is almost certain that candidates sourced through online media (indeed, through any media) will spend at least a few minutes on your website. This needs to turn them on, or at least not turn them off.
- Monitor what works: at the end of the recruitment process, review it to identify which media yielded the best quality candidates. Capture this learning for next time.
Of course, using a consultancy like Wickland Westcott that really understands this marketplace is a quick and cost-effective shortcut.