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7 myths are derailing your recruitment program

Rosemary Haefner, chief human resources officer, CareerBuilder | Oct. 19, 2016
Most myths are harmless, but one place they can wreak havoc is in a company’s recruitment program.

Myth No. 5: HR managers know how well all of their recruitment sources are performing.

Reality:Not knowing definitively where applicants and hires for specific roles are coming from – and the corresponding cost -- can lead to significant overspending and inefficient tactics. Yet, nearly three quarters of all HR managers (74 percent) don’t calculate ROI from their specific vendors, often due to a lack of time or money or the inability to make sense of data from disparate systems. Of those who track their return, 69 percent look at the cost per candidate while a little more than half (54 percent) calculate the quality of the applicants.

Myth No. 6: Posting a job provides enough of an online presence in the eyes of candidates.

Reality:Sixty-four percent of candidates said after reading a job posting, they will spend time researching before applying. If they can’t find the info they need on the company, 37 percent of all candidates will just move on to the next company or job listing. A company’s career site and social presence must be easy-to-find, enticing and feel authentic.

Myth No. 7: Job seekers prefer to search-click-apply vs. viewing automated job recommendations.

Reality:Whether it’s through a candidate re-engagement system, a “you like this, so you may like this” suggestions from a job board or other connection point, candidates respond well to having opportunities served up to them. For example, around 70 percent of applications on CareerBuilder’s job board come from recommendation technology that suggests jobs on the home page, via email, or after an application has been submitted. Look for ways to get in front of candidates several times throughout their search experience.


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