Posts Tagged “recruiting”
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!
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.