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Home » HR Processes » Recruitment and Selection » External Recruitment » External Recruitment Competitive Advantage

External Recruitment Competitive Advantage

The external recruitment is not just about choosing the right or ideal candidate for the vacancy in the organization. The external recruitment is also about the competition. The competition is about the attractiveness of the job advert, communication and quick response from the organization.

The traditional way of processing of the external recruitment was to collect enough job resumes, sorting them and then inviting the candidates for the job interview. The war for talents changes the situation. The quicker the organization is the bigger chance to hire the best candidate is.

The timing of the external recruitment process becomes a very critical success factor. As the world around us gets quicker, the job candidates expect the organizations to play the same game. As the job resume can be sent within seconds, the organization has to agree the same rules and react to the job candidate within hours or several days, but there is no time enough to collect the job resumes and then to select from them.

The HRM Function has to change the external recruitment process to make sure to process the job resumes immediately. As the HRM Function is not able to process all the job resumes quickly, it can easily send the auto-response emails to the job candidates with the expected deadlines of the process to allow the job candidates to set the expectations.

The attractiveness of the job advert is an important component of the successful external recruitment. The job candidates of today are like the other people. They are not interested in long texts, they are interested in a very attractive package and the most important information for their decision. The shorter the texts are, the more successful the hiring process can be. We all receive a lot of information and we have issues to recognize their importance and we try to limit the information.

The communication is essential during the external recruitment process. The organization, which sends information to its potential hires, the better relationship with the job candidate can be. The organization should inform the job candidate about the step in the recruitment process and expecting time of the next message. People love to be informed about the status of the recruitment process and the organization should allow the smooth information flow.