17/06/09

1. Doesn’t make the most of direct and internal recruitment

2. Doesn’t promote their employer brand as well as they might (social networking sites)

3. Doesn’t start the recruitment process without a clear picture of the successful candidate

4. Doesn’t have a clear idea of what is likely to be available at what Salary in the marketplace

5. Routes all communication through a single point of contact, diluting understanding of all involved and thus the “fit” of the candidates and their “engagement” with you as an employer

6. Leaves interviewing to each individual without a consistent approach to best practice

7. Doesn’t communicate consistently and give the impression of not “wanting” top candidates (especially where there are large volumes)

8. Allows too many agencies to work on a role and thus dilute ability of each to promote your brand

9. Chooses recruitment partners based on tenders or global coverage rather than ability to recruit and promote your brand and vacancy

10. Leaves Salary negotiations to the last minute and risk losing the best candidate or starting on the wrong foot

11. Relies on a PSL or an RPO to solve their recruitment problems. Neither is likely to deliver the right results unless well structured and managed

12. Doesn’t analyse the success of different recruitment channels through the performance of the individual and eighteen month retention rates

13. Doesn’t insist that recruitment partners share the risk of recruitment with longer rebate periods

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