Recruitment Hacking, Part 3: How to get ready to Recruitment Hack
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Recruitment Hacking, Part 3: How to get ready to Recruitment Hack

Recruitment Hacking

Recruitment Hacking, Part 3: How to get ready to Recruitment Hack

May 27, 2015 Peter Gold

This blog post is number 3 in the Recruitment Hacking series. You can see all of them under the Recruitment Hacking category and to get the entire series and more download the Cornerstone Recruitment Hacking Handbook.

The attraction and application process

First-things-first.  You need to attract talent to your point of application. With such a wide array of talent channels and networks, both on and offline, spreading the message and netting the talent can be time consuming and wasteful if you are not getting the best use out of a decent ATS.  So spend some time thinking about the following:

  1. Is it easy for you to post jobs to multiple relevant locations – including your own career site, social channels and select job boards?
  2. How does your career site fair in comparison to other similar organisations? Is it easy to navigate? Does the branding reflect the kind of organisation you are, and the kind of applicant you want to attract? Does it look like it was designed in 2015, or 2005?
  3. Do you take advantage of your colleagues’ networks, or are you missing out? Is it easy for employees in your organisation to refer good talent to you?
  4. Can you get good intelligence from your ATS, so that you know what job ads and channels are working without spending hours in a spreadsheet? 
  5. Is the application process death-by-screening-question or is it like buying on Amazon?

Of course, if the answers to the above questions are not positive, you need to consider changing or configuring your ATS and career site.  But there a few things that you as a recruiter can review and action immediately to get your ATS ready for a candidate led market.  Consider the following:

  1. Do your job titles make sense to the candidate? People are time poor so your internal job title for a hard to fill role may (will) get missed.
  2. Are your adverts cut and paste job descriptions from the dullest HR system on the planet or are they written to excite, entice, and inspire someone to join your amazing organisation?
  3. Does your confirmation email suggest a reply in a week or so (or maybe never) or does it make the applicant (not a candidate anymore) feel important and expectant of a fast response?

Once you’ve sorted out the application and attraction piece of the recruiting puzzle, it’s time to start interrogating your interview and onboarding process.   If you want to find out what questions you should be asking (plus discover lots of other Recruitment Hacking stuff), just download our free e-book here.

About Peter Gold


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