5 Common Misconceptions That Can Scuttle Your Recruitment Campaign

Not posting the salary

The key aspect job seekers are now looking for is the potential salary they will be on. People don’t want to waste their time with a job in which the salary expectations don’t match theirs. Having the salary listed can help showcase your transparency with prospective candidates and can pave the way for a seamless process in your application. Posting your salary range for the position can also help see how you stack against your competitors. You can see if you are still getting applicants even if you are lower on the salary range, this will be the chance to show off what other benefits you can offer versus just a “competitive salary”.

Here at Integro we always value a transparent recruitment process, especially working with companies around the property and financial services where displaying finances plays a big part in their operations. If you expect someone to work for you and want to build trust from the beginning, then the best start will be to showcase exactly what the prospective candidate can expect to make.

Non-descriptive job descriptions

Not being fully transparent with the duties involved is a dangerous game to play because if you aren’t painting a full picture of a day-to-day then someone successful might not feel comfortable and could be out the door sooner rather than later from starting with the business. Relying on pay, benefits, and standard job descriptions to attract candidates (let’s face it everyone is saying the same thing) is not enough,

Hiding any details of your company or the duties involved with the role is an error, being transparent with your recruitment will help people feel trust your brand and make a candidate feel that your company is approachable.

Be sure to show off the great benefits you offer such as healthcare, social events, and progression with the job, having as much detail as possible is key to winning candidates in the market.

Especially with roles in industries such as Property and Finance you want to ensure you have details like commission structure showcased. Having this listed versus a competitor who doesn’t could be the difference between a successful recruitment campaign or a wasted one.

Failing to learn from previous recruitment campaigns

If you struggled with recruiting for a previous job at your company and approached it with the same strategy, you will run into the same roadblocks. Being anxious about calling someone up about a job who is just going about their day is understandable, but an email can easily be lost in the endless amounts of junk mail people get into their inbox. A phone call will instantly connect you with the person you are trying to reach, this way you can even at least leave a voicemail and an email afterwards.

Believing your customer brand is the same as your recruitment brand (9 out of ten companies use customer-targeted messaging in their communications with talent – candidates don't care about the same thing your customers do)

Not knowing the sector, you are recruiting for.

When recruiting for a position, you need to be on top of the sector in which the job operates. This is due to the fact you are a representative of the company you are hiring for; you are the first person to inform this candidate of the job, so you need to be able to sell the role to them and convince them that this is the next place for the candidate to go in their career.

If you are headhunting for a position and performing a targeted search, then being knowledgeable and offering insight into the sector you are recruiting for will help build a trusted relationship with the candidate you are speaking with. Being able to speak clearly and fluently about a given industry will help keep your calls concise and accurate eliminating any waffle.

Social media seems to be the cog that makes the world go round in these modern times, so utilising it to your benefit is key. Having the company showcase what they do as an organisation and how they look after their employees will be the difference in bringing someone to you rather than outreaching out and trying to convince new hires to join you over somewhere else.

Ensuring there is feedback from both parties

Feedback is paramount to a successful recruitment campaign! Not supplying feedback from either party involved is bad practice. On the candidate side if they do not receive feedback then they are going to be unaware as to what it is their application was lacking, and if something is missing that they can back up how will they know to supply this without constructive feedback?

From the client side, if they are not receiving feedback from clients who reject them or even, they reject the company you as a hiring manager won’t know if your company is enticing enough for people to hand their notices in. You also need to ensure that you have been respectful to the candidate throughout as if you have a bad experience, it could be passed around and put off other people from applying in future.