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Posts Tagged ‘Monster’

Recruitment in the Social Media Age

Big business connects with candidates through social media

Big business connects with candidates through social media

Some time ago, I wrote an entry about traditional recruitment companies facing the challenge of showing their value to employers when it is now so easy to use the internet to find potential employees through services like ‘Monster’ or LinkedIn. It was an entry which created more people to comment on my blog than had done for some time.

I read an article today on ‘computerweekly.com‘ which highlighted an example of how large companies like Microsoft and KPMG have recruited technical staff through LinkedIn and Second Life and saved themselves tens of thousands of pounds in the process.

Furthermore, companies like Accenture are using Facebook to attract potential employees to their business through the use of games. For a fraction of the cost of placing advertisements in newspapers, major organisations are now able to connect with candidates and present themselves in a less formal manner than more traditional methods.

Digital Recruitment Sheds Light on Lazy Head Hunters

Use Advanced Search to find candidates

Use Advanced Search to find candidates

It must be very hard to be a recruitment consultant or headhunter these days unless you are adding a lot of value to your clients. It’s so much easier to find a selection of candidates for a role, and then filter through them to a build a shortlist before inviting them for an interview. For a few hundred pounds per month, as an employer, you can access a site like ‘Monster‘ and search through a vast database of candidates.

You can also use services like ‘LinkedIn‘ to find prospective candidates to where business people will list their career history, skills and experience.

In certain sectors of the economy there is bound to be a larger supply of candidates then there are positions open. Many of my oldest friends are in this industry and make a good living from it. But with the vast majority of recruitment consultants are not very good at illustrating how they add value to their clients.

Every day our office receives calls from recruitment consultants trying to help us fill the roles we have open and which are advertised on our web site. I admire their enterprise for calling and trying to place their candidates with us. But their calls meet with our policy on not using headhunters to recruit new people.

Our experience with headhunters has been disappointing. When we have accepted the terms of a headhunter who then sends us candidates for our project manager or developer roles, their candidates were no better than the individuals we found through the online services like ‘Monster’ or through networking.  The difference is that you pay a large percentage of the successful candidate’s first year salary to a headhunter and you can save yourself some time trawling through the online services.

But the fact is that many headhunters send us the same candidates that we have found ourselves through the online services. Furthermore, we can find potential candidates through LinkedIn for free, bar the time spent contacting them.

So, the difference between paying 25% to 30% of the first year’s salary of a successful candidates salary through a headhunter and what you pay to trawl through ‘Monster’ yourself is so wide that you would expect a recruitment consultant to add something more valuable than if you did the leg work yourself. You would expect them to have vetted them to check their suitability, skills and experience for the role. This is simply not the case in our experience.

Digital technology and social media tools are shedding light on the mediocre and poor headhunters who add no value to the challenging task of hiring good people into a business. In the current economic climate, recruitment companies are going to have to work hard to show their value to clients. They used to take the leg work out of finding candidates by going down to the Jobcentre for you or placing ads in newspapers for juicy sounding jobs to attract prospective candidates.

You can do most of this yourself by simply learning to use the advanced search functions in the online job sites now. Top recruitment companies now have to do more for the large fees if they want to survive rather than using hope and ‘mud-throwing’ as a strategies to get a candidate to ‘stick.’ You would, at least, expect them to have a rigorous selection process themselves. The good ones will do this. Most of them don’t.