Best Practices: "No" Tech Methods for Effective use of Recruitment Technology

As newer and "better" ways to use web-based technology continue to mushroom in the recruitment mainstream, many users are finding themselves lost in the clutter. Finding and selecting talented and capable people continues to be a critical element of success for any organization, and the advent of recruitment technology has tried to live up to the promise of enabling hiring organizations to hire more people, better people, and to do so faster and with lower costs.

Although these innovations have created greater transparency and an abundance of efficiencies, there still remain numerous areas that could be much better.
- Job posting performance has suffered and employers are frustrated by the fact that posting on nationally branded job boards and other candidate sources are producing fewer and fewer strong candidates.
- Applications that are received reflect a significant decline in candidate quality.
- Time-to-hire has increased exponentially.
- Candidates are frustrated by fragmented submission processes, overwhelmed by volumes of job information and sources of this information, and by the lack of feedback through the application process.

In many cases, we have become so immersed in the technology, that we have forgotten some important fundamentals:
- Marketing the job to the right audience.
- Choosing a job title that properly describes the opportunity.
- Preparing a concise and compelling job description that speaks to your audience, not to yourself.
- Including an employee value proposition that engages candidates and provides a good WIIFM statement.
- Setting proper candidate expectations to enhance the candidate experience.
- Leveraging your employer brand to increase visibility and drive better results.

This presentation will provide participants with best practices approaches to ensuring solid fundamentals are an important part of your recruitment activities, and will produce better results when using web-based recruitment technologies.
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Anyone involved in join posting, ATS administration or any other activities related to recruitment preparation and fulfillment, including HR Managers, Hiring Managers, HR Co-ordinators, VPs, SMB Owners and operators.

•how to market your jobs to the right audience •how to choose a job title that properly describes the opportunity •how to prepare a concise and compelling job description to be used in your internal and external job postings that speaks to your audience •recognizing and articulating your employee value proposition •developing a WIIFM statement

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		Howard Weintraub Nuuvo-B2E View Profile