I know it’s pretty competitive out there for recruiters, but there is one underhand practice that some unethical recruiters use that should be stamped out.
That is, the use of “fishing” or fake job applications; this underhand technique is the ploy of applying for jobs but pretending to be a candidate with a great CV, with the aim of trying to find out which employers are currently recruiting.
So applying for multiple jobs under a fake name like “Mark Cook”, “Thomas Brown” or “Alan Stewart” etc. clearly wastes recruiter’s time and undermines the work they’ve legitimately put in finding the client in the first place. Secondly it’s lazy – why not do some real prospecting rather than relying on someone else doing the real work?
From PharmiWeb’s point of view, it’s something we strongly discourage, and will like to hear from any of our clients who feel that they’ve fallen victim to this. And if you’re doing it, please stop it now.
If you’re not, you should…
Gone are the days of cutting and pasting the job description and pretending it’s a job advert. So here are a couple of tips…
Firstly, the Job title is the most important element of the whole advert, often it will appear as the title of the page on which it appears, so making your job title “Senior Clinical Research Physician” is far better than “Great new opportunity for a Senior Clinical Research Physician with a minimum of 5 years experience, based in Lancashire or home based” as it’s more likely to be searched for and therefore more relevant in the search results. Adding superlatives should only be part of the summary text or main body.
Then there are keywords. As a recruiter, you need to think about what your target candidates are going to be searching for. Not just on a job board such as www.PharmiWeb.com , but on Google too. Keep in mind variations of job titles and abbreviations (such as CRA / Clinical Research Associate) , and make sure that they are included within the advert.
I always recommend putting a short list of keywords/keyphrases at the bottom of the job description, just to ensure that those words are within the advert. Don’t go mad – and definitely don’t needlessly duplicate words (like putting “clinical research” or “pharmaceutical” 12 times) – as this will most likely count as SPAM and have the opposite effect.
Avoid company specific job titles that mean nothing to the outside world. A job title of “HTDG level 4” is not likely to get much response – if nobody other than the clinical hiring manager knows what it means!
If you follow these simple ideas, hopefully you will get improved application responses on job boards and your own recruitment, plus and any other site where the job advert appears
So, you’ve matched the perfect job to the perfect candidate and sent him/her an email. Why doesn’t (s)he respond? Frustrating isn’t it!
There are a few tips that might help improve your hit rate!
- Send the email from your own email address, as opposed to a generic: contact@, recruitment@ – this is far more personal, and looks a lot less like a template email.
- Think about the time you send it. First thing in the morning is probably best, as your candidate might read it on his commute, or at least it will be at the “top of the list” when (s)he does get a chance to catch up.
- Personalise the subject line. For example: “Mike, I just found this great role I think is perfect for you” – As always, try different subject lines to see what works.
- Ensure it’s relevant – It’s no good just spamming everyone on your list with every job you have, make sure its REALLY relevant. Otherwise you’ll be ignored, or worse still, blocked.
- Keep it short and sweet. Remember that more and more people read emails on mobile devices, so keep it short ant to the point – with a call to action – “Call me!”
5 simple ideas, that should increase your success rates!
Everyone wants great candidates, but good qualified candidates can afford to be picky and these days everyone is looking for the “dream job”! – so let’s be honest, how many of your vacancy descriptions even make them want to look?
Here’s a tip that might just help…
Stimulate The Emotions – The candidate has to feel some emotion to even bother clicking on your job advert. So try helping the candidate create an image of themselves in the role – This might be by highlighting the opportunities for growth within the role (personal development , kudos etc), or the great working environment (think Google); or it might be the benefits package on offer. For example, mentioning holidays – might help the candidate subconsciously picture themselves on the beach with their family.
Simply putting a list of job requirements is about the least emotional thing you can do! Make them FEEL that they want the job!
I came across this article on Hudson RPO’s blog. Some great points here, but to summarise:
- Talent Does Not Grow on Trees – Every Candidate Has Choices
- Hurry Up! – Each candidate WILL be talking to multiple companies, so if you’re not quick off the mark, you’ll miss the best candidates!
- Job Scope Creep – If you’re replacing someone who’s been in the role for 10 years, locating a candidate with the same skills is going to be hard. Break down the job in to multiple roles.
- Compensation – It’s not determined by your 10 year old pay & benefits structure, its determined by the market – Otherwise you’ll find attracting talent will be an uphill struggle.
- Skills Shortage – Don’t bury your head in the sand, there IS a shortage of good candidates, so employer branding programs, attractive employee value propositions, defined career paths, competitive compensation packages and creative sourcing are all a “must”, not a “nice to have”.
- Cultural Fit – Create competency profiles based on the top performers in your organization, and use them when searching for candidates. It will make recruitment easier, and you’ll get better results in the end. Cultural fit is more important than ever.
- Employer Reputation – Don’t think that Googling a candidate to see if he’s a good fit is a one way thing. He’ll be doing the same with your organisation, so if your employer brand is not so good (or non existent!), you’ll struggle to attract the best.
If you want to attract and retain the best, you have to be quick and make an attractive offer, and make the move worth their while. Focus on the above list to make your recruiting work.
If you’re a recruitment agency, there’s a good chance that part of your role is looking to see when prospects (or competitors!) in your sector are recruiting. One way to do this is to check out their websites regularly. This can be very time consuming, especially when you’re trying to keep track of dozens of sites.
Wouldn’t it be nice if there was a way to be notified by email as soon as something changes on your prospect’s job pages. (e.g. a new job is posted) . Actually I found a way …
Changedetection.com is a free website that does just that. It’s not the most visually stunning site out there, and I’m sure there are others, but it does exactly what it says on the tin.
OK, you sometimes get false notifications when the target page structure and layout changes for example, but you can normally live with this.
You can even add a bit of code to your own site that visitors can subscribe to, so that they get emailed when YOUR website changes.
Overall, a very handy tool and its basic functionality is free!