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Key Steps Towards Improving Your Recruitment Methods in 2015

Clare Hopping

David Amsler/flickr David Amsler/flickr

Spring is the perfect time of year to reflect on your company strategy and evaluate what can be done to improve your business practices. With the world of recruitment always changing, now is the time to find new ways to better your hiring process.

While 2015 may already be well under way, recruitment methods are still becoming more and more innovative as the months fly by. Nobody likes to be left behind, so we’ve provided some easy steps you can take towards improving your strategies and creating a modern, effective hiring experience for both your company and your candidates.

Excellent References Available Upon Request

46% of reference checks reveal significant discrepancies between the information provided by the candidate and what’s reported by the referrer.

Despite these discrepancies, some companies fail to see the importance of directly contacting and questioning the candidate’s listed references.

On the one hand, it’s easy to see why this is the case reference-checking is a slow, tedious task, and it’s usually only necessary if the applicant has already made a good impression on the recruiter. Still, falsifying anything on a CV or resume can be a sign of lacking confidence, trust, and even respect for one’s potential employer.

If you make checking references a priority in your recruiting process, you’ll develop a better, more well-rounded picture of your applicants.

“Fantastic Promotion Opportunities”

A recent LinkedIn article claims that there are “seven potential lies told in the hiring process,” including, “There’s a lot of opportunity for advancement” and, “The bonus structure will double your income.”

To call these statements blatant lies would be dramatic, but there’s no doubt that many job applicants wish that would get more transparency and fewer guarantees and promises from recruiters that can’t be kept.

This doesn’t necessarily mean that companies should stop discussing the ins and outs of potential promotions, but by being less vague and more honest about “fantastic opportunities” and “fast progression,” you and your company can stand out for your honesty.

There’s nothing more frustrating to employees than feeling like they’ve been somehow tricked by a recruiter, so emphasise transparency and the truth at all costs.

Focus on the People Behind the Words

Most of the biggest issues with traditional recruitment methods stem from a lack of confidence and communication from one side of the recruiter-candidate dynamic, which ultimately gives both parties a false or tainted impression of one another. Back in 2013, Forbes asked the question, “Is the traditional resume dying?” Now, in 2015, we can almost certainly confirm that it is.

Innovative recruitment methods like creative advertising and video technology hugely improve communication between recruiters and applicants, helping to establish an environment of openness and transparency. Video technology is especially exciting – not only does it create a more personable experience for the candidate, but it also vastly improves the efficiency of the entire process.

Research from the Aberdeen Group has already found that, by utilising video technology, recruiters can screen up to ten candidates in the same amount of time it would take to interview just one through a more traditional process.


드림포유/flickr 드림포유/flickr

In some ways, it’s unfortunate that classic recruitment methods relying on paper CVs and phone interviews have become less useful in recent years. The research and statistics on falsifications and discrepancies, however, make it clear that those old methods have led to a culture of mistrust and misunderstanding between applicants and recruiters.

By using video technology and approaching candidates as complex individuals rather than just stats on a sheet of paper, companies can break down this barrier and improve the process – both in terms of short-term efficiency and long-term work quality.

Clare Hopping

Clare Hopping has been involved in the recruitment of both full-time employees and freelance staff for ten years. She specialises in recruiting staff via social media and digital platforms.