HR managers generally complain about “talent shortages” if they are unable to hire good staff. In fact, according to a 2015 talent shortage survey, there is only a two percent increase in global talent shortages from last year. Most of the time, the reason is not about the “talent shortage” but the broken practices in hiring. Companies without broken recruiting have no trouble filling their positions. To know and avoid the common mistakes leading to broken recruiting is extremely necessary to every recruiter in order to beat a fast path to hiring success.

1. Confusing and unrealistic job descriptions

Some hiring managers do not have a clear idea of the real requirements of their positions. Instead, they come out with a vague wish list for a best match employee they are looking to hire, which really only adds a huge barrier to signing your next employee. Instead you should think twice about what kind of people you are looking to hire. What are the basic requirements on the candidates? What are the basic duties and responsibilities? What reasons did your last hire succeed or fail? Is there any additions to the job descriptions that could prevent failure in future candidates? It’s also good check with your co-workers or manager/director since they are normally more familiar with the positions and help you polish the description well, especially for technical positions with lots of technical wording. In addition your job ads should not lose its grasp on reality – don't expect to pay peanuts to a highly qualified applicant or only hire someone who is super-multi-skilled to manage and sort out all the problems.

2. Not hiring via social networks

“Social networks are for socializing, not for hiring.” Some recruiters might think of a social network in this way. Yes, it might be true back a few years ago. Right now social networks are starting to be accepted as a useful tool to market products or services and companies are spending more time marketing on social channels. So why not “market” your job ads as well?

According to a survey, 72% people utilize social channels to search their next job and 38% of them successfully find a job via social channels alone. Additionally, 37% people consider social channels to be an easier platform for job seeking. However, using social networks to hire doesn’t mean that you just copy and paste what you’ve done on job boards. It will never work out well and is simply a waste of time. You will need different approaches to handle different social channels. For example, on Twitter, you have to spice up the job ads in just a few words (Twitter has a word limit on each tweet). Therefore how to be creative on your job ads will be a primary focus on hiring via Twitter.

3. Using screening out technology

More and more companies are adopting screening out technology provided by applicant tracking systems, and the technology seems to be taking over the process of screening in it's entirety. It is understandable that keyword-based screening is able to screen out unqualified candidates to a great extent and thus save time and efforts when sifting through all of  resumes one by one. But it is still a bad idea to rely on keywords to decide the destiny of a candidate. There are still chances that you probably miss a good fit forever because his/her resume has a few matching keywords. And this technology hasn’t seen a huge improvement for many years. Unless you are pushed to meet a deadline, it is not suggested to let the computer to help you select candidates.

4. Not automating your job posting

Although auto-selecting candidates is regarded as a mistake, it is a wise move to leave the posting work to the machines. Probably a majority of hiring managers know the bitterness of posting manually. They have to fill out the job forms one by one as different job boards have different standards of job forms and fields. Meanwhile, they still use the same old job boards due to time contstrains on finding new quality job boards, and well, when you throw a new role into the mix finding niche job boards for that specific role is way out of the question. Gradually the company loses  competition of hiring good candidates to other companies using auto-posting technology.

So how good is the technology? I recommend you check out Gapmarks.com/lpr for a free 4 day trial and see for yourself. Gapmarks offers the most advanced automated posting technology in the industry, generating high candidate traffic for every posting. The software has incorporated more than 160 job boards including general job boards and niche job boards matching positions, as well as specific communities and social networks. They all have successfully gone through our strict review process to ensure good quality. You only need to fill out one job form one time and at the touch of one button, your job openings are instantly distributed to all the incorporated sites with titles, descriptions, contact information and images, making your ads stand out and appeal to millions of job seekers. Differing from other posting services, Gapmarks has adopted a unique intelligent posting technology, which has the ability to smartly post your jobs at the time when most job seekers will search jobs. Based on a huge data pool colleting real-time data from job boards everyday, the technology will figure out the most effective approach and help you maximize the candidate traffic. With an affordable price tag and sites added daily, this would be the ultimate ideal hiring tool to boost your hiring success.

Check out: http://gapmarks.com/lpr for more information

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A Lawyer of foreign hiring in China, is the CEO and Founder of Teaching China.net, a teacher employment and service provider firm that helps teachers get closer to their employers and win at securing a safe and valued teaching position in China.