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Good candidates few and far between, finds survey

Despite being inundated with applications, employers are struggling to fill vacancies. This is largely due to a flood of applications from unsuitable candidates, according to the CIPD Resourcing and Talent Planning survey, run in partnership with Hays.

The report was published on the 15th of June and shows that 73% of the organisations surveyed have felt an increase in unsuitable applications being made for vacancies. This is put down to high levels of unemployment. Just over half the employers surveyed believe, however, that competition for talent is higher than it has been for the last two years.

Three quarters of recruiting employers have been experiencing difficulties in filling vacancies, largely due to a lack of skills. Management and technical positions are the toughest to fill.

Use social media networks for recruiting

Moving with the times inevitably meend moving with Twitter, Facebook, LinkedIn and other social networks. For recruiters this means taking time to strategise.

Recruitment agents of any value will know that if you want to hire the best candidates you cannot rely on blind shooting. You need a targeted strategy to find the top candidates for a job.

This means that you need to plan how to use social media. Just posting job ads left right and centre is not good enough, as you will get all sorts of applicants applying without the relevant skills or experience.

Here are two tips for using online social networks for recruiting:

Create and manage your online presence
Your online presence must reflect who you are and what you are about. People connect with people, not with fancy brands, so you need to make it personal. This can be done with the avatar, bio and contact information you submit. You also need to build a good online presence by interacting on the social networks.

Invest time
It takes a considerable investment of time to build up a presence and good record of interaction on a social media site. You are looking to build up a community of talent in the field you are recruiting for. This means asking people in person which social media networks they use and looking at what competitors are doing.

You need to connect with people on a personal level. Ideally they should be interested in the industry you are recruiting for, and ideally you will be a useful contact for them. Giving meaningful and personalised contributions to discussions goes a long way to getting people to come back again and again.