Are you praying that you're making the best use of your HR Platforms for hiring? If you feel like your spreading your HR resources too thin (or they are simply too expensive), you are probably right. Take a moment to consider whether you are spinning your wheels in talent acquisition by utilizing outdated or wildly inefficient means. Getting employees matched to your open positions doesn't have to be so complicated or expensive.
Assessing the pros and cons of top HR platforms
Using your current buyers (in this case, employees) to refer new customers or new hires is a tried and true growth strategy for your business. The big difference between using it in the context of drumming up new business vs hiring people is that in business your customers are statistically likely to be homogeneous. In talent, you want diversity. Internal referrals are only healthy for your company if you look around and see a melting pot. If you see a sea of sameness, stop. Look elsewhere.
Industry-specific forums and paid ads
Forums are speciality sites for professionals within an industry to meet, mingle, and learn from each other to refine their craft. The return on getting employees varies based on budget and time you want to spend. The cost of the job posts on these platforms depends on the advertising amount you pay for a placement and how much time you want to spend on engaging the audience. If 90% of your jobs are accountants, then you have a pretty targeted need and this may be worth your time. If you have a diverse set of roles, there are better options.
Social platforms and paid social ads
Social Platforms, including Facebook, Google Plus, and LinkedIn, allow for employers to creep on or exchange with the 1-dimensional profile of a potential candidate. You pay for access to the users' page and interests and you pay per click to post jobs. This is freakin' expensive and time-consuming. You are paying recruiters to go on the hunt. Sometimes it works and sometimes it doesn’t. Employers of all size use these platforms because the perception is that it allows for a more qualified talent pool. My results are hit and miss. This works for you if you are looking for managers, executives and subject matter experts. The validity of profiles is questionable, the creativity of people writing their accomplishments is amazing.
Monster, Indeed, Ladders are what they are. You pay per click and additional administrative fees to manage your posts. This is a volume game and on these platforms, you must cast the net wide to see what you catch. The good is tons of exposure to potential hires. The bad is a truck-load of resumes and too many job seekers that simply don't qualify. The ugly is fake posts and passive, unresponsive employers and job seekers.
Career fairs are good for one thing: brand recognition. The cost of time and travel to attend college career fairs far outweighs potential hires from them. Don't count on career fairs as a replacement for your talent acquisition platforms. If you go with the understanding that it is essentially speed dating with college grads and that you are marketing, not necessarily hiring, you'll feel more successful and less frustrated by the cost.
The future: job matching
As multi-decade HR and hiring professionals, we recognize the shortfalls of traditional hiring practices - and even second-generation talent acquisition. We created pepelwerk to transition into a better way of recruiting. Job matching. We built a platform and cloud-based HR and recruitment solution that actually cares about delivering results for the candidate searching process. Just matches. No hidden fees, no B.S. Just think about what you would do if recruiting that was functional.
Learn more about job matching and how pepelwerk's skills-matching software works.