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September 19, 2013

What are the best practices for online recruitment?

People spend a lot of time on the internet. But you’re reading this so you know that already, right? When it comes to promotional and marketing tools the internet has rapidly become one of the most valuable. It’s a place where you can reach millions of people in an instant, whether they’re at home, at work, on the train or on holiday. The ability to reach people is pretty much unparalleled, so it makes sense that online recruitment advertising has become a major focus for businesses looking to find new employees.

But like any other element of advertising and marketing, you need to approach it in the right way to get the best out of it. A random, scattershot approach will result in few returns for a lot of effort. What are the best practices for online recruitment? Here are a few tips to help you out.

1. Define the required talent.

Like any recruitment process, you have to start with the basics and make clear definitions about what you need to make the company successful. Once you know that it will give you a better idea on where you’ll find that talent and how to engage with them.

2. Improve online presence.

If you want online recruitment advertising to work then you need to have a strong online presence. Take a good look at your website. Does it communicate your company brand and ethos effectively, or is it an out of date page that hasn’t changed in years? Also, given that a huge percentage of people access the internet through their phone or tablet, it makes sense to have a mobile optimised website. If potential candidates visit your site and are turned off by what they see, or find it difficult to navigate and engage with the site then they’ll think twice about applying. Which leads us on to…

3. Focus on the applicant journey.

‘Applicant journey’ might sound like some awful buzzword, but it’s vitally important to attracting the right candidates and making sure they apply for the role. Every step of the process should be smooth and easy, from finding the job, to filling out an application online and scheduling in an interview. If the process becomes convoluted or time consuming then people may abandon the process halfway through.

4. Get social.

You need to use social media to engage with your customers and clients, but it’s also great for finding and attracting potential employees. Posting adverts on Twitter and Facebook can get your vacancy in front of people who might be right for the role but perhaps aren’t actively seeking a job. Remember that people following your company online are interested in what you do, so they could also be interested in being a part of it too. LinkedIn is a great platform for this, as its focus on professional networking can take you deeper into the talent pool and it will put your job adverts in front of users with related and relevant skills and experience.

5. Analyse the job boards.

The big job board websites should still be a focus on any online recruitment advertising campaign. It’s where many people instinctively go to look for a new job, but not every board will work best for every company or position. Have a look at which boards net you the best applicants and then start to focus your efforts there.