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How To Recruit Using LinkedIn

Here are my top 5 tips on how to recruit using LinkedIn:

  • Actively search for candidates– by searching for keywords and required qualifications you can find the type of candidates required for the role you are recruiting for.  As long as these candidates have keyword rich profiles, you have a good chance of being able to contact some great candidates.
  • Develop your company profile– candidates who are actively searching for jobs will also be searching keywords on LinkedIn, so make sure your profile draws them in and be prepared to respond to some Inmails from interested candidates.
  • Join groups– people within groups may have the skills, qualifications or experience that you are searching for, or may know other potential employees for the role you are recruiting for.
  • Post jobs– this will cost you, obviously, but LinkedIn claim that they combine job listings, candidate search, trusted referrals and the power of networks “to give you results”.
  • Status updates– by posting status updates you have a simple way of drawing attention to both yourself and your company, at the same time as reaching out for a response from your network; this can be a great way of gaining referrals.

 

Hopefully this has given you a better idea of how to recruit using LinkedIn, and you now feel ready to go and resource your dream candidates!  If you would like some more helpful blog posts related to recruitment, check out our blog: http://blog.crunchposter.co.uk/

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Low Cost Recruitment Methods

So you’ve got a vacancy to fill but you’re on a tight budget? Look no further! We have compiled this handy little guide to help you discover the cheapest recruitment solution for you.

Your Options:

There are three main options when it comes to low cost recruitment:

  • Recruitment Agencies – they work with both companies and candidates, and Recruitment Consultants tend to specialise in one industry, meaning that they can find the best candidates to fill your role.
  • Job Board Advertising – by posting your job directly onto job boards hopefully perfect candidates will find your vacancy and apply for it, then after assessing your applications you can interview the best ones and hire them.
  • Flat Fee Recruitment – this is a middle ground between the other two options, where the Recruiter will optimise your advert, post it onto various job boards, and then screen the applications as they come in in order to provide you with the best candidates.

Your Budget:

These three recruitment solutions also come at different prices, meaning that depending on your budget you may be able to narrow it down to one suitable low cost recruitment service:

  • Recruitment Agencies – by using this service, you will be subject to a commission fee which tends to be around 15%, and is charged per candidate hired. This means that if you hire 10 candidates, your recruitment process will be pretty pricey.
  • Job Board Advertising – the price for this will differ between different job boards, and depending on whether or not you advertise your advert branded or unbranded. For example, Totaljobs charge £149 for a 28 day branded campaign.
  • Flat Fee Recruitment – in terms of price, the clue is in the title as you pay *drumroll please* one flat fee. This means that you can hire 1 candidate or 50, and you never have to pay any more than the original cost. In terms of budget, flat fee recruitment is arguably your best option for low cost recruitment.

Your Advert:

One main factor to consider (other than cost) when it comes to your low cost recruitment solutions is your role.

If your position is ridiculously specialist, needing a specific degree and 5+ years’ experience, you may need to use a Recruitment Agency in order to find your perfect candidate.  However, if you are looking to recruit a Sales Executive in central London, you are almost guaranteed to find your dream candidates by using Flat Fee Recruitment or Job Board Advertising.

This leads me on to the location of your role.  If it is in a city, like London or Birmingham, you’re more likely to receive lots of applications from Flat Fee Recruitment or Job Board Advertising than if your role is in the middle of nowhere.

 

After reading this I hope that you have decided on which method of low cost recruitment is right for you.  If not, we have another blog post which delves further into your options in terms of recruitment solutions.

Also, we are now offering free recruitment consultations, where we offer you our advice on the right solution for you – no strings attached!

There are plenty of ways to recruit, and LinkedIn can be a really helpful tool for sourcing candidates for your vacancies.  So, today I’m going to give you a rundown of how to recruit using LinkedIn!

 

When using LinkedIn to recruit, you open up the chance of millions of potential employees to network with, which can be especially helpful when dealing with a rather specialist role.

 

 

 

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What Is Job Board Advertising?

If you have a vacancy to fill, there are multiple recruitment solutions for you to choose from.  One of these solutions is posting it on a job board in the hopes that you will be able to find your perfect candidate.

You may be debating whether or not this is right for you, and luckily for you we have compiled a handy little guide to help you decide. 

What is it Job Board Advertising?

Major job boards include Monster, Totaljobs, CV Library, Jobsite, Reed and CareerBuilder, and posting your advert on a few of these sites can give you some great exposure and hopefully bring in some relevant applications.

The job boards will send you applications as they come in, and your perfect candidate may (or may not) be amongst those candidates.

The Benefits

As I’ve already said, job board advertising can give you some great exposure.  This not only comes from your vacancy being on one of the major job boards, but also because many job boards have aggregator boards which the role will be posted on, often related to the industry.  This means that applicants will apply for your role, giving you a great pool of candidates to choose from.

Another benefit of job board advertising is that some job boards will email your role out to candidates, providing more exposure and hopefully bringing in more apps.

A third advantage comes from being able to choose between branded or unbranded adverts.  There are benefits from either option, from branded adverts providing better exposure and attracting more candidates, to unbranded adverts being less costly.

The Drawbacks

One of the drawbacks of job board advertising is that, while your vacancy and company get some great exposure, this exposes the fact that you are hiring to your competitors.  This means that companies X, Y and Z can see exactly what role you’re hiring for and how much you are willing to pay the candidate, and can actively compete with you in order to get the best candidates for themselves.  This drawback does rely on you choosing branded advertising, which is a whole other topic that you can explore here.

Another disadvantage comes from you having to go through the apps yourself – even the bad ones.  A way around this would be choosing a service such as Flat Fee Recruitment, where you get advertising on the job boards, but also get an Account Manager to go through the applications as they come in, saving you hours of screening irrelevant candidates.

 

After reading this you may have decided on whether or not Job Board Advertising is the one for you.  If not, we are now offering a free recruitment consultation, where we can give you our expert advice, and guide you in the right direction – no strings attached!

 

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The Common Misconceptions About Recruitment

In the world of recruitment there are a lot of pre-emptive assumptions that are made, and while some can turn out to be true, some of them are total conspiracies. Now I am a big fan of conspiracy theories (aliens are real), but today I’m going to disprove all of the common misconceptions about recruitment that you may be subject to.
Firstly and arguably most importantly, not all Recruiters are parasites. I know it can be annoying getting a ton of calls from Recruiters on the regular, and I know some people in this world are rude, but we’re not all the same! This is probably one of the most common misconceptions about recruitment, and I can see why it would have an effect on your choice of recruitment solution, but once again – we are not all parasites.
Secondly, it’s not always going to work. Just like everything in life, it might fail, but it’s also probably worth the risk in case it does succeed and you find your dream candidate. Depending on your area, location, the job you’re recruiting for, etc. it might be harder to find that candidate, but that doesn’t mean it’s not worth trying.

In the world of recruitment there are a lot of pre-emptive assumptions that are made, and while some can turn out to be true, some of them are total conspiracies. Now I am a big fan of conspiracy theories (aliens are real), but today I’m going to disprove all of the common misconceptions about recruitment that you may be subject to. 

Firstly and arguably most importantly, not all Recruiters are parasites. I know it can be annoying getting a ton of calls from Recruiters on the regular, and I know some people in this world are rude, but we’re not all the same! This is probably one of the most common misconceptions about recruitment, and I can see why it would have an effect on your choice of recruitment solution, but once again – we are not all parasites.

Secondly, it’s not always going to work. Just like everything in life, it might fail, but it’s also probably worth the risk in case it does succeed and you find your dream candidate. Depending on your area, location, the job you’re recruiting for, etc. it might be harder to find that candidate, but that doesn’t mean it’s not worth trying.

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Flat Free Recruitment

Flat fee recruitment is quite a new concept, especially in comparison to more traditional recruitment agencies.  There are many reasons for the rise of this type of company, and its establishment within the recruitment world, but there are still a lot of questions around it.  Therefore, in this post I’m going to give you an idea of what it is, and some of the history behind it, in the hopes of giving you a bit more of an understanding.

 

What is it?

Flat fee recruitment is a fusion of the best parts of recruitment agencies and job board advertising.  With this service you will have an Account Manager who will handle your campaign: optimising your advert and posting it on various job boards, screening applications as they come in so you only have to look at the good ones, and resourcing relevant candidates for your position.

Obviously, the clue is in the title, with you only have to pay one flat fee for the entire process, and no sneaky commission fees will be charged when you hire, no matter how many candidates you recruit.

 

So, where did it come from?

Flat fee recruitment seems to be a fairly new thing, only having been established over the last 15 years or so.  This means that many companies are still finding their feet, and it’s understandable why some people are slightly sceptical about using a service they know hardly anything about.

It seems that the main reason for the rise of this method of recruitment is the economic climate, with its rise and fall over the last few years companies simply don’t want to spend a lot of money on their recruitment, especially when they are having to make budget cuts all over the business.  This gave room for flat fee recruiters to slip past recruitment agencies and establish themselves as a great alternative.

The main selling point when comparing the two choices is that flat fee services don’t charge an extra fee per candidate hired, meaning that companies who need to hire multiple candidates for one role are likely to pay way less when using a flat fee service rather than a traditional recruitment agency.

 

Are there pros & cons?

An obvious benefit of using flat fee recruitment over agencies or  job board advertising is the shocking news that you only pay one flat fee, and you receive the best bits of the other options!  You get branded campaigns (which have tons of advantages that you can read about here) posted on the country’s leading job boards just like job board advertising; your applicants are screened and the best ones are put in front of you, without you having to sift through tons of irrelevant applications; as well as your Account Manager having your role resourced and passive candidates being contacted about applying for the role. All of this for one flat fee – bargain!

Of course, as with everything there are also some drawbacks to this method of recruitment.  If you role is really specialist then it might be harder to fill through this method of recruitment, meaning that an agency with specialist recruitment consultants could be your best option.

 

I hope that this has given you a bit more of an idea about what flat fee recruitment is, and a better understanding of its rise in the recruitment world.

If you are considering using a flat fee service, check out our website: http://www.crunchposter.co.uk/

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How To Recruit Using Instagram?

Instagram is definitely a favourite among Millennials, and depending on what your company is hiring for it can be a great way to hire fresh talent.  So, today we are going to give you an idea of how to recruit using Instagram!

Firstly, understanding the demographic of Instagram users is going to be important in your recruitment process – you are unlikely to find a man aged 40+ with 20 years’ engineering experience scrolling through his Explore feed.  Most of the 700 million Instagram users are female, and given that 90% of users are under 35 years old, you can pretty much count on them being young.  On top of this, 80% of users follow brands on Instagram, giving you a pretty big chunk of people to potentially work with.

So what does this mean for your business?

Your first task when using Instagram to recruit will be to establish your brand, as Millennials will be very quick to judge a company based on their social media.  This generation want to know everything they can, so including behind-the-scenes shots in the office or at company events will make them feel like they have more of an insight into how the company works – think of how well Buzzfeed do things like this!

While establishing your brand, make sure that you nail hashtags.  Be careful that using industry specific hashtags doesn’t turn into you spamming as many keywords as you can think of.  Topshop tend to use the same hashtag on most of their Instagram posts – #TopshopStyle – but will also use current events to stay “on trend”.  For example, on the day of the recent General Election, Topshop posted a photo of a shirt that simply said VOTE, and urged their followers to use their vote:

That post got over 35,000 likes…

Instagram stories, originally deemed the “new Snapchat” but I think we can all admit we’ve fallen in love with them… These stories have actually grown much bigger than Snapchat, and as potential employees will want to know everything about your company, updating your Instagram story with cool, day-in-the-life features from your employees will allow them to go straight to stalker mode.  So, if you are looking to fill a role within your marketing department, let them loose with the Instagram stories for a day, and give your potential new staff an idea of what you do!

Be aware that this won’t work for every role you have to fill, it’s much more tailored to jobs in media, art, marketing, fashion and PR – so if it’s creative people you are searching for then it’s probably worth a shot!

 

So, hopefully by now you’ve got more of an idea of how to recruit using Instagram, and you feel ready to set off trying to find your new employees.

If you need some extra advice when it comes to which recruitment method is best for you, check out the rest of our blog: http://blog.crunchposter.co.uk/

 

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What are the Best Recruitment Solutions?

What are traditional Recruitment Agencies?

Recruitment Agencies work as the middleman between companies and candidates, so candidates who sign up to agencies get access to jobs which may not be advertised anywhere else.

Recruitment Agencies use specialist Recruitment Consultants who can assess a candidate’s skills and decide on whether they are relevant for your position, and provide a company with a handful of relevant potential employees. Then, once these candidates have been hired, a commission fee will be charged to the company by this Agency, which is normally around 15%, and increases according to the salary.

 

What is Job Board Advertising?

Job Board Advertising consists of you, the company, posting your job directly onto job boards in order for potential candidates to find your vacancy and apply for it. You will then receive applications and can assess their skills and experience yourself, hopefully finding your perfect candidate(s) for interviewing and employment.

 

What is Flat Fee Recruitment?

Flat Fee Recruitment –  is a bit of a middle ground between Recruitment Agencies and Job Board Advertising. The Recruiters will optimise your job advert, post the job onto various job boards, and then screen the applications which come in in order to find your perfect candidate.

Given that this is a Flat Fee service, you do not have to pay extra once you hire a candidate, you only pay one certain amount, whether you hire 1 candidate or 20!

 

Which is best for YOU?

So, now you have all this information, you are closer to being able to decide which type of Recruitment is best for you. There are a few other things that may affect your decision, which we have compiled in a handy list below:

What is the role? – If your role is for a Care Assistant or Sales Executive with some/none experience, you probably don’t need to pay a specialist Consultant in order to fill it, meaning that Flat Fee Recruitment or Job Board Advertising will work in your favour. However, a specialist Front-End PHP Developer with a very specific degree and 5+ years’ experience in a very specific industry, who is based in the middle of nowhere, may require a bit more expertise, so an Agency may be to your benefit.

Where are you based? – If your job is in London, you are almost always going to get a ton of apps, relevant or not, just because of where you are. Therefore, providing your job isn’t too specialist (I’m talking about recent Graduates who also have 5+ years’ experience), Flat Fee Recruitment or Job Board Advertising are probably going to be a cheap and effective way to fill your vacancy. However, a job in the middle of nowhere may get significantly less traffic, meaning that an Agency who can source candidates for you, may be of use.

How many people are you hiring? – As we said before, Agencies do charge a fee per candidate hired, which can be up to 25% depending on the salary the candidate receives. This means that if you are aiming to hire 10 candidates for one position, the extra fee can get a little pricey. With Flat Fee Recruitment, you pay a one off charge you can budget a certain amount for your Recruitment, and you don’t have to pay a single penny more, even if you hire 100 candidates.

If you still can’t decide on what the best recruitment solutions are for you, we are now offering a free consultation with a member of our team. This simply consists of us getting in contact, hearing a bit about your company and the role you want to fill, and we should be able to guide you into the right option!

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What is Recruitment?

The Oxford Dictionary defines recruitment as “the action of finding new people to join an organization or support a cause.

 

Recruitment seems like a pretty simple topic, everyone seems to understand the basis that there is a role to fill and the recruitment process is that of filling it – but today I’m going to give you a breakdown of what it is and how it happens, to answer the question “what is recruitment?”

The role of a recruiter (whether that is someone working in HR or working for a recruitment company) is to find the right people, who are in the right place, that have the right skills along with the right experience, who are available at the right time, for the right cost.

 

The Industry

There are two “markets” in the recruitment – temporary and permanent:

  • Temporary jobs can be on a flexible basis, and temp workers can be used to cover illness or maternity/paternity leave, for example
  • Permanent jobs are where, once employed, a candidate’s job is secure unless they are fired or quit (including fixed term contracts).

 

In 2013/14, the UK permanent recruitment market was valued at £2.6 billion, while the temporary/contract market was valued at £26.03 billion.

 

The Process

There are six stages of the recruitment process, which are as follows:

  • Human Resource Planning– this is where a HR team discuss what staff is needed for the company and when, sometimes with the aid of a recruitment consultant.
  • Defining the Need– the understanding of what is needed and ensuring that they know what they are looking for, which is summarised in an up-to-date job description and person specification.
  • Attracting the Candidates– the role is posted on job boards and social media to encourage candidates to apply.
  • Pre-Selection– the CVs are screened and compared to the job description/person specification before the best candidates are selected for assessment.
  • Assessing the Candidates– Interviews are conducted, application forms are completed, assessments are done; all in accordance to the wishes of the hiring company.
  • Selection Decision– this part of the process mainly falls with the hiring company but should be based on objective evidence provided throughout the process.

 

Recruitment Solutions
There are three main types of recruitment solutions for hiring companies to choose from:

  • Recruitment agencies– specialist Recruitment Consultants can assess a candidate’s skills and decide on whether they are relevant for your position, and provide a company with a handful of relevant potential employees.
  • Job board advertising– this consists of you, the company, posting your job directly onto job boards in order for potential candidates to find your vacancy and apply for it; then screening any applications that come in.
  • Flat fee recruitment– a bit of a middle ground between recruitment agencies and job board advertising, the recruiters will optimise your job advert, post the job onto various job boards, and then screen the applications which come in in order to find your perfect candidate.

 

Hopefully this blog post has given you a better answer to the question “what is recruitment?”  If you are wondering what the best recruitment solution is for your process, check out my blog: http://blog.crunchposter.co.uk/what-are-the-best-recruitment-solutions

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Mapping Job Recruit Talents

While a resume tells you a lot about an individual it does not tell you whether they will succeed in a role and how their personality will fit in your organization. At Delta International Recruiting Agency, we set out to find a way to identify the intrinsic motivations that drive people. We first started by developing a survey that covered the commonly recognized strengths that are associated with being good at various job roles:

  • Leadership
  • Management
  • Strategic
  • Empathy
  • Communication
  • Adaptability
  • Organization
  • Creativity
  • Drive
  • Entrepreneurial
  • Fast Learner
  • Inspiring
  • Personality Types & Preferences:
  • Works Best Alone
  • Works Best In Group

After taking the survey, candidates are then compared against the average within the company to see whether they are correct for the role, a good fit for the organization, or adding some strength in an area that is currently poorly represented.

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How To Recruit The Best Accounting Talent

Accounting is a huge part of the foundation of every single company in the world. It is really tough to find the very best accounting talent since the competition is really high and the very best talent will only be drawn in by the very best offers. The right candidate is not always motivated by how much you are going to pay. Salaries are often seen as being the vital aspect but according to Shell and Associates, much more has to be analyzed and considered. This includes the following that should be added to the recruitment process.

Candidate Motivator

An audit professional is going to work for many hours. This is especially the case for the busy seasons. Great salaries and bonuses offer the needed compensation for the sacrifices made but when you manage to offer a better balance between work and life for the candidate, the incentive is much higher. Do not blindly offer just financial incentives.

Selling The Opportunity

As you understand what drives the candidate to make a move to your company, you want to sell the role that is offered. Most of the auditors will be drawn by position and challenges. Continuous learning is normally something that is desired. You will have to explain exactly how the organization helps the accountant achieve career growth, optimize potential and everything else associated with professional growth.

Developing A Simple Recruitment Process

You want to always be as efficient as you can be, honest and direct. In many cases the auditor will have many clients that are served at the same time. Losing time with various communication gaps and untimely feedback are things that are hated by everyone. A really good recruitment process needs to be efficient and everything has to be done on schedule. Candidates then have the confidence that the organization is professional. When the experience is great as the auditor goes through recruitment there is a much better chance that a good deal will be reached. Even if that is not the case, the business can still be referred to interested friends and colleagues.

Sourcing Pool Growths

The very best of the auditors are not going to simply post their CVs on the internet. That is because they really do not need to look for opportunities. In their case it is the opportunities that come to them. This practically means you need to reach out to the best possible candidates. The good news is there are different tools that can be used to reach those great auditors. LinkedIn is a great example of that.

Most of the very strong accounting talent has a CPA license and will be reachable through local accounting association networking or through school alumni boards. Competition will be really high for the great talent you definitely want to hire. Having a larger candidate pipeline becomes a necessity. The larger the network you use to look for talent, the higher the possibility you are going to locate someone that is very good!

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