A recent EU legislation has been put in place to allow people to request the removal of search engine links that lead to information that could be deemed inaccurate or misleading. Google, Bing and Yahoo are all expected to respond to such requests, which could have a marked effect on the way businesses recruit. This week, we take a look at the alternatives to organic searches and how to continue sourcing employees without needing the search engines.
The Right to be Forgotten
Recruiting in an online-based world has meant that many look to the internet to discover as much information about a candidate as possible before the interview. Typing a name into Google can return thousands of results, some relevant and others irrelevant or inaccurate. The new ruling, made by the European Union’s highest court of law, states that search engines are now obligated to conduct investigations into requests to remove links found as result of an internet search. Although the information will not be removed from the internet as whole, it will not be visible to those looking via a search engine – you can read our full post on it here.
Websites to Aid Recruitment
There are many networks available which conduct themselves in a wholly professional sphere; because of this, information on these websites is entirely relevant to the candidate’s job search. LinkedIn is the most well-established and recognised professional network and has created a social platform in which to share CVs, workshops and ideas whilst still communicating a candidate’s personality. It is relatively inexpensive to advertise on and has an added benefit of being able to attract passive candidates as well as those actively looking.
Beyond is another candidate resource specialising in niche industries that may not be advertised on the more generic job boards. It has a large network of professionals from employers to jobseekers and has been used to find positions in the transportation, hospitality or public service industries. With 33million registered candidates and relatively inexpensive costs for posting advertisements, it is a site to consider should you need to attract niche applicants.
Huge sites like Monster and Indeed have changed the way in which people search and recruit for positions. The latter has an average of 50milllion monthly visitors and eclipsed Monster as the most trafficked job site in history. Indeed offers a very cheap and easy to use format with an excellent reach for both passive and active candidates. Monster, however, takes their site to a different level by offering career advice plus help with recruitment techniques and has become a one-stop-shop for all things employment.
There are techniques and methods that can be easily implemented into businesses of any size to better find employees. Monster’s recruitment advice page offers some ideas on how to make sure the right candidates are filling vacant positions, whether they started off as unemployed or not. Some great ways of reaching more candidates can be:
• Don’t just focus on jobseekers – It may seem more obvious to reach out to people who are actively searching for a job from a state of unemployment or because they want to leave their current job, but it should be remembered that passive candidates who are already working can be attracted by maximising the prospective employers’ online presence.
• Give them all the time in the world – If you only accept resumes through a few channels and during work hours, you are minimising your scope for applications. If you allow candidates to apply with their phones (a trend that has taken off in a big way to the extent that many jobseekers only use their phone to find work) or through a third party website or online recruitment agency, you can attract employees at any time of day when they feel like applying.
• It’s all about networking – Networking events and virtual career fairs are both excellent ways to reach candidates. Creating a buzz around your business model by inviting people to learn about the business with lectures, seminars and workshops will give potential employees an inside look at the team and how they work together, allowing them to visualise themselves as part of that network. Keeping in touch with connections you have made through these events via social media like Facebook and LinkedIn allows businesses to extend their work family and attract more people. Virtual career fairs also give workers a chance to glimpse a business without the heavy commitment of traveling.
Using the websites and techniques mentioned, or entrusting recruitment issues to a low cost online recruitment agency, will maximise the chance of finding employees who will not just succeed in the recruitment process, but within the job as a whole, helping you create a team of passionate and engaged workers.
"many jobseekers only use their phone to find work"