As employers continue talking about retrenchment and cutbacks, employees are not standing still waiting for the axe to drop. Over the last few months, there has been a surge of activity on job boards and recruitment search engines, as talents look for new opportunities in Singapore and abroad. The sites are popular among direct job-seekers, as well as those already in work but curious about new opportunities.
This may be a little unnerving for companies trying to protect their staff but it is a boom for employers trying to fill key positions. 25% more job seekers (since this time last year) are using our service, says Maneck Mohan, founder of recruit.net, a job search engine that helps connect potential employees with jobs listed on a range of websites.
Strong, and getting stronger
Although recruit.net has seen a 40% decrease in the number of jobs posted in recent times, Mohan still believes the internet provides the most effective way to reach candidates. It is a great idea for companies to have their own job websites where they post positions, he says.
With more than 1.7 million different users visiting the United Kingdom-based eFinancialcareers.com each month, John Benson, founder and CEO, believes recruiting online will continue to be instrumental for both companies and recruiters. About 50% of our ads are from recruiters and 50% are from companies, he tells HRM. Although the UK and the US are seeing a drastic downturn in internet advertising, he says eFinancialcareer's Asian site continues to see steady growth.
Not every site can say the same. The number of positions advertised in Asia has fallen dramatically in recent months, but companies are still finding the internet to be one of the simplest and most cost-effective ways to find qualified candidates. Dedy Djajapermana, founder of Job-Q.com, believes his company will continue to grow into a strong local job board. We are having a noticeable increase in the number of applications sent to employers, says Djajapermana. Even though we are a young company, we have more than 100,000 visitors a month and are running at a profit.
Cheaper, faster, easier
As major Singaporean companies abandon traditional job advertisements, many are finding internet job-boards useful in attracting qualified candidates from all regions of the globe. Not only is online advertising a cost-effective way to recruit, it also allows companies a variety of ways to advertise.
Although some sites charge a flat rate for posting a job, Mohan uses a different model. We use performance-based advertising, says Mohan. Companies only pay when someone applies for their job or clicks on their website. This offers companies a clear ROI.
Other sites go one better. Djajapermana currently offers promotional pricing on his website, which also allows companies to post free job postings. We currently have paid banner advertisements and sponsored ads which make this possible, he says.
Job boards are not only for posting specific jobs. Companies that may not have a position to fill may still want to use online job boards as a cost-effective way to maintain visibility among potential candidates. Employers need to recognise that recruitment should be a moderate to long-term activity and they need to make sure their employment brand is recognised when they do have a job to fill, says Benson.
Keeping a company's name and website in front of candidates increases the chance they will remember it when an actual position is available. It also gives companies the chance to meet and recruit exceptional candidates, even when they may not be actively recruiting.
Attracting the right talent
With so many people visiting websites and browsing through job advertisements, how do you ensure that you attract the right candidates? Job-Q.com has found that some candidates can be extremely aggressive in the new medium. Sometimes I find that a candidate will flood the job board with applications and will get upset when their applications are not accepted.
Benson believes screening questions help companies find qualified candidates. eFinancialcareers allows employers to filter candidates before they attach a résumé or cover letter. Screening questions can help ensure employers only receive applications from candidates with certain qualifications or with appropriate visas or citizenship. The site will ask the candidates questions, which helps companies to screen and ultimately manage applicants, says Benson.
With only seconds to capture the attention of a candidate, both Benson and Djajapermana agree that creating an enticing online job advert is essential to attract the right people.
Benson warns companies to pay attention to how they share information. One classic mistake is to put the description of the company first, he says. Job seekers want to see the role and why it is exciting. Companies need to enthuse job seekers and if they start with a long detailed profile of the company, they will lose the job seeker's attention.
Djajapermana also suggests companies think carefully about the job they are posting. One of the common mistakes is forgetting to include a clear description of the job. Being too generic will only make filling the position more difficult. Not only do employers forget to ask for what they really want, they also ask questions which are no longer appropriate.
Make the most of that online ad
Candidates spend fractions of a second scanning over each online ad. That makes HR's challenge a difficult one. How do you get the best people to read past the first line? Try these tips to make your position stand out:
- Have managers write a wish list of what they want. Make sure they have input into the position, as they are the ones that know how to really make their department flourish.
- Write for the internet. This is different than writing for magazines or newspapers. Your advertisement needs to avoid long paragraphs of text, as candidates may be using phones or laptops. For the same reason, avoid heavy graphics.
- Create a 'pitch'. Just like a script, your goal is to get candidates to take notice and read on. Make sure the first sentence stands out from the crowd.
- Use links to share information. Don't bother putting a detailed description of your company. Job seekers will gladly follow a valid link to read more about what you.
- Make sure links lead somewhere. The last thing you want to do is lose a qualified candidate by having an awful website. Make sure your company recruitment site is easy to use and offers useful information about the company.