The purpose of recruitment is to attract a small number of suitable candidates. Corporate advertising in job postings can confuse your message and increase the number of candidates instead of improving their quality. Imagine that your ad attracted 200 people. This means that you will have administrative difficulties in processing all applications and informing applicants of your negative decisions. Not a small part of the candidates are very active and directly contact or go to the place in the company, where they insist on a meeting with human resources or another competent employee to pay attention to them. Have it whereas each application consumes a lot of time and effort, and for applicants each application is a psychological investment. Because many people are looking for work in a particular field or in companies they like, the way you view their applications affects their current or future purchases.
The golden rule when recruiting is “say things as they are.” No one is interested in starting work under conditions that are very different from the ones announced and wasting the other party’s time with training or vain expectations.
When you create a job posting, it should be:
- Distinctive – Your ad should be noticed by your target audience.
- exactly – the announcement will contain a description of the position, what it is like to work in the organization and information about the remuneration;
- informative about the method of application;
- anti-discrimination – avoid mentioning gender, race, disability or marital status.
Executive recruitment consultants and headhunters can take much of the recruitment burden off your shoulders.
Recruitment agencies have two major advantages:
• speed – if they have the people you need, the interviews can take place the next day.
• specialization – your requirements can be very strict and still have the right person;
If you need our services do not hesitate to contact us at info@hrservices.bg
