Many companies engage in various traditional and digital forms of recruitment communications. Designed to attract new talent and employees, especially in highly specialized or niche industries, their efforts may produce thousands of responses to an ad. However, reaching a thousand wrong candidates can be a waste of time and money while the needed talent is still at large.
Recruitment advertising firms in the Bay Area are experts at knowing what works and how to track data. Many companies post ads to job-boards, employment sites, and newspapers, but never know the individual outcome of each effort. Reaching the best candidates requires knowing where those people come from — geographically and experientially — and where the top talent is looking for work.
Compiling data and streamlining the screening process often go hand in hand, but HR departments may not have the time or the knowhow to sort through every bit of recruitment data. Instead, they go on reposting and advertising in the same places with the same ads and same results.
Making the Most of Recruitment Efforts
Every company has a recruiting budget because finding the best talent takes time, effort, and advertising. Hiring is often a front-end process that only looks at what money goes in to pre-hire efforts. The back-end results are frequently forgotten once a candidate is discovered. Making the most of recruitment dollars demands a more intense process like those used by recruitment advertising firms in the Bay Area.
For a normal company, meeting the same standards of an agency means forming a new department where:
- one person is responsible for monitoring and tracking the activity and effectiveness of all recruitment efforts
- it is automatic that the source of every candidate is logged
- cost-per-candidate/applicant/hire rates are used to evaluate marketing performance
- revisions to recruitment advertising are made based on cost effectiveness and successful hires
Hiring is a process where most companies work harder instead of smarter. Consulting a recruiter can often be a more cost effective and successful solution to in house recruiting.
A successful recruiting campaign means more than a pile of resumes and an inbox full of eager candidates’ emails. It means not having to screen and sort through 10,000 replies for one job position. Knowing where viable candidates are coming from and what services and ads they are paying attention to can drastically trim the amount of weeding-out that needs to be done.
A recruitment advertising firm can provide services and guidance that reduce the amount of time spent eliminating unqualified candidates. By honing in on the ideal set of skills, qualifications, education, and experience, they can target ads that produce cost-effective returns and the best new talent.