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Top 3 Mistakes in Multi-Channel Recruiting


As organizations leverage more and more recruiting channels, it’s getting harder and harder to know what’s working and what’s not. It’s a constant struggle every recruiter faces: fill jobs with candidates and keep recruiting costs within budget. Here are the top 3 mistakes that most recruiters make in their multi-channel recruiting strategy:

1.     Relying on one sourcing and advertising channel to fit all job types

When it comes to sourcing and advertising jobs, there is no “silver bullet” that will solve all your recruiting challenges across all the different jobs you’re trying to fill within your organization. For example, channels used to fill software engineers may not work for recruiting sales or marketing professionals. Candidates congregate on different channels so make sure your job advertisements and sourcing efforts are targeting the correct channels. Selecting the right mix of channels by job type can help you optimize recruiting costs and find candidates faster.

With a repeatable recruiting process in place, you can start to leverage a page from a modern marketer’s playbook and do A/B testing with new and different recruiting channels. This will ensure you have a sustainable recruiting process for finding candidates for your jobs but also keep you competitive as you try and learn from different recruiting channels without exhausting your recruiting budget.

2.     Failing to take advantage of free recruiting channels before leveraging paid sources

One of the simplest cost savings a recruiter can leverage is to use free recruiting channels. Paid recruiting channels have made it easy for recruiters to silently spend thousands of dollars on advertising and sourcing. Most managers we talk to really don’t know if paid sources are effective in generating the most engaged candidates, applicants, or even hires. Our metrics suggest this isn’t the case.

It’s best to leverage your free recruiting channels first. If the right types of applicants don’t come in via the free channels, augment your sourcing and advertising with paid sources. This simple process will help you get the best ROI for every recruiting dollar spent.

Best practices suggest that specific positions that require a greater sense of urgency should leverage a mix of free and paid channels immediately or adjust the period of time they leverage free boards to be shorter than the norm. These simple choices a recruiter can make can have a dramatic and positive impact on the recruiting budget spend.

3.     Not analyzing and reviewing the ROI of your recruiting channels on a consistent basis

It’s critical that recruiters leverage analytics on a day-to-day basis. If you don’t know the impact of your recruiting channels against your overall business goals of filling jobs, how can you make intelligent decisions? It’s very easy to hemorrhage recruiting spend and not realize it before you’ve already blown through your annual budget!

Any modern recruiting solution should provide complete analytics for the recruiting channels you are currently using, or wish to use, for your talent acquisition strategy. This means seeing engagement metrics, views, applies, opens, and hires in an intuitive dashboard view. The data should be available in real-time so you can make informed decisions and gather insight into how candidates are interacting across your recruiting channels.

This makes it easy for a recruiting operations manager to see how each recruiting channel is performing across all jobs your organization is trying to fill. Advertising and sourcing dollars can be optimized and re-directed to the recruiting channels that are providing the best ROI. The result is a thorough understanding of the most effective recruiting channels for each particular job type and the highest yield of candidates for the dollars being spent.

Whether you realize it or not, you are most likely doing some form of multi-channel recruiting when it comes to finding candidates for your jobs. By addressing these common mistakes early on in your recruiting process, you can set your organization up for long-term recruiting success.

Talemetry delivers access to all available channels of talent, real-time hiring analytics and reporting, and provides an exceptional recruiter and candidate experience – all on one platform. As an Oracle Platinum Partner, Talemetry has a proven track record of delivering better insight and reducing costs in hundreds of enterprise organizations. Its market leading recruitment marketing and sourcing suite is a cloud-based application that provides bi-directional integration with Taleo, PeopleSoft, and other leading ATS platforms.

If you would like to see how Talemetry’s recruitment marketing and sourcing suite can help your organization, click here to sign up for a quick demo!

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