1. Employment Supplements have one purpose, to sell advertising space in newspapers! Historically they have been a valid option for clients but the world has changed and saving unnecessary advertising dollars must be a priority! 2. Print advertising has been slowly declining for several years as online advertising has been increasing. In April 2007 print nosedived and while it has recovered slightly since then we believe the “cross-over” has happened and that the emphasis is now online. Targeted print advertising still has a place in a successful recruitment strategy as long as it is based on verified data that shows what works! 3. Advertising clutter caused by a lot of recruitment advertising leads to candidate confusion. Pages of advertisements that are not relevant to your target candidate mean that the “passive” candidate can lose interest easily and not see that “perfect” job amongst the hundreds of irrelevant jobs. 4. Increased volume of applicants can result in missing quality. In the last four months we have seen a doubling of applicants for some jobs and a consequent increase in our interviews to establish a short list. The risk in client-only projects is that in trying to manage the volume a good candidate can be lost, either through delays in processing or an error in assessment, with subsequent risk to the client brand. 5. Utilise technology to increase the attraction for passive candidates and the retention (“stickiness”) of high quality candidates through the process. Linking different technologies together to attract people from multiple databases is now a prerequisite for all innovative recruitment firms. Having attracted them, expertise is required to keep them in the process until completion. farrowjamieson are utilising online “webinars” to improve the attraction and retention (“stickiness”) of high quality candidates. The results are impressive! A description and sample webinars can be viewed on our website, www.farrowjamieson.com along with client comments on their effectiveness. |