Recruitment Campaigns - On Demand HR

On Demand HR Recruitment Campaigns

You know that locating and securing top talent is essential for your business. But perhaps your internal recruitment processes are not delivering the result your business desperately needs. Or perhaps you no longer see the value in paying $10,000+ for a traditional recruitment agent to promote working for a “mysterious company” in a “mysterious location” doing “mysterious things”!

On Demand Recruitment Campaigns provides what appears in the marketplace to be an internal and company branded recruitment campaign to candidates, but the process is managed externally to ensure it is carried out efficiently and effectively. To that end, we have developed a unique mix of strategies which include various job board placements and social media activities, to effectively target both active and passive candidates.

The Recruitment Campaigns Process

Step 1 - Advertisement & Strategy Development

We recommend a multi-platform approach to all advertisements, and commonly use Seek, Indeed and Jora as a basis for any campaign. We may also explore specialised industry-specific advertisement platforms too.We will walk through the structures for successful advertisements and run through effective recruitment strategies, such as appropriate times to post, formatting and layout, appropriate selection criteria and a whole lot of other “1 percenters” that all combine to deliver a better result from your campaign.

Step 2 - Position On Multiple Job Platforms

Step 3 - Broaden Reach

Next, we look at tried and tested ways to expand the reach of your advertisement and get it in front of potential passive candidates as well as the active ones on the job platform.

Seek Talent

Seek Talent allows us to proactively invite candidates to apply for open positions. This is available to anyone who posts an advertisement but can be time-consuming for hiring managers.

Social Media Posting

All roles are shared across On Demand HR’s social media channels. We will also design and share with you a graphic for you to share with your own social channels to reach potential candidates who are already engaged with your business.

Step 4 - Shortlisting

We take care of the initial candidate shortlisting by reviewing resumes and providing candidates with updates on their applications.

This includes filtering out all of the applicants who are “hell no’s” such as overseas applicants so you can focus in on the candidates who at a high level meet the criteria for the role. These candidates are then sent through to you to review, give a rating, add comments and approve/reject for phone interview using our custom portal.

Step 5 - Phone Interviews

Speed of response is one of the key areas where most recruitment campaigns fail. Within 24 hours of your approval, one of our team will call your selected candidates and carry out an initial phone interview identifying any potential red flags and engaging them in your recruitment process.

Where we are unable to reach a candidate, they are sent both a SMS and an email where they can schedule their telephone interview at a suitable time to them and directly integrates with our team’s calendar with the click of a button.

Again, this entire process is designed to engage the candidate, build rapport and create a professional impression. All of this helps mitigate somewhat the chances of top candidates being lost to competing offers.

Step 6 - Face To Face Or Online Interviews

Once we have worked with you to reduce the candidate shortlist, and you have provided your availability, we will take care of the scheduling of face to face, online or telephone interviews. We believe you are best placed to make the right decision for your business, so this stage is over to you. Our team will be happy to guide you through interviewing techniques and appropriate questions.

Step 7 - Post Interview Feedback & Reference Checks

In markets where the war for talent is tight, maintaining employer reputation is vital to future recruitment success. For this reason, we handle the provision of post-interview feedback for unsuccessful candidates for you.

For those candidates we are considering making an offer, we can carry out reference checks on your behalf.

Step 8 - Offer Negotiation

Negotiating with a new employee can be tricky – let us support you in professionally managing the offer negotiation processes and act as a “buffer” between you and the prospective employee.

Step 9 - Pre Employment Checks

We understand that certain roles require additional pre-employment checks such as police, medical, working with children and more. We can assist you with requesting and arranging these checks on your behalf.

Step 10 -Employment Contracts & Onboarding

Once an in-principal agreement is reached we can assist with drafting relevant pre-employment documentation such as Employment Contracts and Annualised Salary Letters. While you are at it – why not ask us about the ease of our digital signing and onboarding system included for free for our Essential Support members.

Why Internal Recruitment Fails

There are 2 key reasons internal recruitment campaigns fail:

Hiring Managers are busy: When you have someone who is already busy, looking to fill a vacancy, they are busier than normal as they look to fill the gap of the new hire. Recruitment falls to the bottom of the priority list, and this is the start of a cycle of failure. Resumes go unread, until the candidate has moved on to the next vacancy, and the campaign fails.
Hiring Managers lack the expertise to develop a successful campaign: For the average manager that may recruit a few positions a year, there have been limited to no opportunities to trial different tactics. Let us use our skills and expertise, and formula for success to help you fill your vacancies.

Why Traditional Recruitment Agents Fail

Recruitment Agents have databases full to the brim of stale applicants, or applicants they have placed with a new client every 1-2 years. Anyone who is sitting around waiting for a recruitment agent to place them somewhere, in our experience, is probably a bottom of the market candidate. If they aren’t bottom of the market, they are probably going to be stolen and placed with another client of the recruiter in the next 1-2 years.

Traditional Recruiters lose the ability to sell what is great about your business and build your reputation in the market. Their roles are advertised in mysterious locations, with unknown business, at an unknown price, and the candidate applies completely blind. Is this the kind of candidate you want presented to you? Or do you want a candidate who wants to work for your business?

Candidates are also increasingly sceptical of vague advertisements posted by recruiters, as we have had reports of “fake” jobs being posted. The traditional recruiter model requires “active” candidates to be gathered so they can be “sold” to close recruitment campaigns.

Recruitment Campaigns – FAQ’s

Why don’t you carry out interviews on our behalf?Andrew Koleda2023-07-08T10:48:39+10:00

Why don’t you carry out interviews on our behalf?

Whilst we do our best to learn the ins and outs of your business, no one knows your team culture and requirements like you do. For this reason, we believe we are best at ensuring candidates meet minimum criteria, and you are best at ensuring they meet your cultural and skills fit.

Are there any additional costs to the campaign fee?Andrew Koleda2023-07-08T10:49:00+10:00

Are there any additional costs to the campaign fee?

The only additional costs are those associated with:

Job advert expenses: this would generally be (at a minimum) the cost of the Seek Advertisement, and any other job platforms used (with prior approval).
Any pre-employment checks requested: such as police checks, licence checks, health checks (pending your requirements).

What happens if the campaign does not find the right candidate?Andrew Koleda2023-07-08T10:49:18+10:00

What happens if the campaign does not find the right candidate?

We will meet to debrief on the unsuccessful campaign, and may make recommendations to improve the campaign to go live again. Generally speaking, the only additional cost is the readvertisement of the job advert on Seek (or other platforms as per recommendations made and with pre-approval).

Do you offer a placement guarantee?Andrew Koleda2023-07-08T10:49:38+10:00

Do you offer a placement guarantee?

No, but sort of yes. We do not guarantee a placement because there are factors that are outside of our control. We don’t know for sure and certain we have a candidate before going live with a role, because we don’t keep a database of candidates. So we can only advise you on the best recruitment approach, and put forward suitable candidates. If you don’t like the quality of what we are putting forward, there may be an issue with what you are looking for. It also depends on hiring manager responsiveness and willingness to progress candidates.

But sort of yes – because in most circumstances, we will continue to work on your campaign until we either make a placement or you tell us to stop looking.

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