Recruitment Goals for Efficient Hiring



Recruitment gets tougher with higher employment rates and vise versa. Full employment means it’s not going to be a buyer’s market anymore. In this case, the recruiters will have to be very specific and clear about their goals for the hiring. Because the candidate’s game is strong you recruiters are at risk to miss the chance to hire their ideal candidate. It’s time to get prepared and set your goals to catch the candidates. You need to redefine priorities and parameters for the candidate’s filtration based on market values.

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I own my resume! Rigth?

The question might seem a bit strange and I can already hear you say: “me of course!”

But not so in Recruiterland

An entire multi-billion dollar industry has been built on the trade in résumés. Companies who work with third-party recruitment agencies to attract new employees, pay these agencies the so-called “finder’s fee” for each successful hire. Fees range from 15 up to 30% of a yearly salary (and in some cases even more). In case of a successful hire, the agency that first introduced the candidate to the company will be entitled to the commission. This is how the battle over résumés began and the reason why there are so many recruitment agencies today; it’s big business.

There is a lot of money to be earned with résumés and it’s a very competitive market so if you have been wondering why certain agencies are kind of aggressive in their approach and are trying to pressure you to accept job offers, this is the reason why. Don’t be fooled and make sure you stay in control of your own résumé and be picky about who you trust.

One might question the added value of intermediate agencies anyhow. Examples like Amazon, Uber, Airbnb and many others have shown that there are different ways. And to be honest, imagine what the effects on an organization could be if instead of having to spend all this money on fees for recruitment agencies, companies could spend it on training and development plans for employees. Wouldn’t that be a better investment?


But who can you trust? You can ask yourself a couple of questions:

  1. Are they transparent?
  2. Do they give you the company name and a precise job description? If they don’t, it’s because they are afraid that you apply directly to the company and in that case, they would miss out on the commission in case the company would hire you.
  3. Do they show interest in you when you describe to them what it is that you are looking for or are they just trying to sell you a job in for example sales because that is what you have always done before?
    If they don’t listen to what you have to say, they only care about getting you into another sales function because that is where there will be the highest chance of a match, meaning, yes, commission.
  4. What’s in it for you?
    If you decide to send them your résumé, what will they do for you? What is the service that you will receive from them?
  5. Are they making salary suggestions to you that sound a bit over the top to you?
    Again, think about the 15-30% of the yearly salary that they will get when they succeed in getting you to sign a contract.


At BrightOwl we ensure you that you are still in charge of your résumé. Check this out!

  1. We provide a transparent platform, where companies can look for you for you, the Expert, and where you, can browse through jobs. Companies can browse through your blinded profiles. A blinded profile includes all the information you fill out on you profile EXCEPT: your name, profile picture, and current/previous employer.
  2. If you look for a job on our platform you will always see the precise job description and company name. When you open a full job description, you get redirected to the company’s website.
  3. We have an online platform that looks for the best match with your profile. You can also add a few keywords to narrow down your search.
  4. When you are interested in a job, you can like/favorite it. When a company also shows interest in your profile, they can send you a contact request. Only when you accept their invitation, your contact details will be shared and further steps can be taken.
  5. Our tool is a third party, that connects Experts and companies in life science all over the world. We don’t have any interference in salary negotiations. Our job is to match you with the job, you are looking for. And a company with the Expert they are looking for.


People change. This is 1 fact we are certain of. When people change, their interests, values and ideas change with them. They reinvent and reformulate their values and goals. And this affects the recruitment market.


The first challenge we see is that people, who are looking for a job, have more power. And they are well aware. The ones, that have a new employer a lot to offer, have high salary expectations right from the start.
Skilled people looking for a job are like single women. They want to be ‘hunted’. They want a guy to put in an effort for them. For job searchers, it’s the same idea. They often have several interested parties, that want to hire them. So, they play them out against each other. And the highest bidder wins.


On the other hand, we lack really skilled people. Although technically skilled people. Introducing the second trend. These days it’s harder to find the right match. Just like people, technology evolves and right now… The business is BOOMING more than ever.
Companies need to focus internally. They need to start educating and investing in their own staff instead of firing them when they become unqualified. Because firing costs money and then they need to find a new employee, where they have to invest in any way. So why go through the trouble of finding a new employee while you can invest in a talent of your own.


Third challenge: be attractive! People are spoiled. People expect more from everything. Their coffees need to be the bigger the better, accompanied by a (preferably) a homemade piece of cake. When they go to the supermarket, they expect there to be tasters. Your challenge as a recruiter is to surprise them with something. If you don’t, they won’t be interested in you or the company that you are representing.


Challenge 4: be visible! People need to know you are hiring. The traditional hiring process is dying. If you want to be noticed, make sure you are visible to your audience at least once a day. What does your audience check every day? SOCIAL MEDIA. This is quite new to everybody but crucial. The challenge is to shift your focus to social media channels and to get noticed in the billions of posts.


And last, but not least. The fifth challenge: the job title ‘Recruiter’ is changing. A recruiter this day also has to be a marketer and a product manager. It is your job to make a vacancy attractive and to make it personal.


So, let’s sum up the challenges one last time. The traditional recruiting system is dying. Shift your focus and bring your A game! Be different by surprising your audience and keep it personal.

Talent Acquisition Versus Recruitment

There is a misconception that the two terms “Recruitment” and “Talent Acquisition” are the same thing and can be used as alternative terms.  These are assumed to have the same meaning.  But the fact is there is a fundamental difference between the two. The basic difference is short term and long term; either you are aiming for a quick replacement for the open position or long-term talent utilization planning. The recruiters and HR managers figure out the difference between the two. In defining the big picture for your company, talent acquisition comes first.


Both of the terms involve the same process steps sourcing, screening, interviewing and hiring. The difference is of approach. Talent acquisition has got more proactive approach to target beyond just hiring. Talent acquisition is the process of attracting potential candidates who can evolve at the company. Its more strategic based process concentrated on the company’s ambition and future-oriented approach.

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How Internal and External Factors Influence Recruitment

Recruitment is an important process possessing the power to define the future of the company. It can make or break the company’s success building strategy. There is no doubt recruiting the right candidate acts as the building blocks to take the company to the next level of achievements. In achieving a milestone, the role of recruitment can’t be neglected.


Factors Influencing Recruitment

Realizing the importance of recruitment, it’s essential to understand what factors affect the process. There are certain factors which are involved to influence the functionality of the recruitment process and eventually affect the performance and outputs. If you want the recruitment process to work best for you and give the results as predicted, you must consider the factors first.

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How Unemployment Rate Influences Recruitment

The economic goal for any country is to achieve the lowest unemployment rate. That would be great news if the rate shrinks to the lowest point. This impacts the economy, the career development and the quality of life. But how does this curve influence the recruiting market? The low Unemployment rate can even have negative consequences? No one can even imagine the negative impact associated with such a positive term. The fact is it does, only for recruiters. Let’s get into details how that could give tough time to recruiters in their talent hunt journey and how does the scenario change the recruitment industry.

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