Last week, we posted some tips on recruiting in a recession. These included: Taking stock and evaluating your situation, prioritising, turning the recruitment department into the redeployment department, using technologyand preparing to be inundated with applications.
7. Beef up your online presence
Your web site is the first place a potential employee will go for information. Your best candidates come though this channel, so its creation and maintenance deserve your utmost attention. At the very least your career site needs to include an up-to-date listing of open positions and information about your company and its products. A fully developed site can include bells and whistles such as an online profiler, interactivity and streaming audio content.
Social networks such as Talent Cloud, recruitment blogs, and micro blogging (Twitter) are also low cost ways to reach your audience. Do some of your employees have their own blogs? Encourage them to help you recruit.
Make sure you download our “15-minute guide to online recruiting” for more affordable ideas on how to become an expert at online recruiting.
8. Combine resources across the company
Is your business spending more than it should by using multiple applications in different business units to solve the same recruiting problems? Do you know how other business units do recruiting? Talk with your counterparts and see if there is a way to combine knowledge and efforts. Who knows, you may even be recognised by senior management for helping to reduce hidden costs.
9. Know your metrics
In this uncertain economy, it will pay to do your homework and make sure you can demonstrate that your department is worth its weight. Do you know your retention rates? Cost-per-hire? Time-to-hire?. An eRecruitment System can help you to have this information at the ready so you can pull out the proof when and where you need it.
10. Take advantage of the surplus of excellent talent available
The upside of a recession is there is a surplus of top talent available. Many excellent people have been made redundant, and those that have survived being made redundant are likely to be a bit disillusioned. Candidates that might not have considered your firm under normal circumstances might be ready to make the leap. Take advantage of this cycle if you are in a position to do so.
Look out for next week's tips...
-Susannah
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