Defining the Art of Talent Attraction
Danielle Meakin - 6 Comments - 29 Sep 2019

Talent Attraction strategy is much more than just media acquisition, multi-posting and attracting applicants.

There is a defined art to delivering each component associated with successful talent attraction so that it optimises the outcomes during each stage of the process.

The art and techniques should be influenced by data and research, human behavioural science and tried and tested methods.



It basically consists of 3 primary elements:




Media Range: The breadth and range of media channels that your job actually goes out to.

Media Selection:  An evidence-based approach to selecting the right media channels where your prospective applicants are most likely to visit and that give you the best ROI.




Improved Visibility: Increasing visibility within each media channel by manipulating the search engine, so that your job appears higher in the results, thus generating more views.

Increased conversion: Maximising applications by converting more views into actual applicants through better copywriting techniques.


job advert writing




Improved Capture: Avoiding the loss of any applicants in the first stage of the application process.

Improved Engagement: Avoiding early drop off immediately after the application takes place by deploying a reward and nurture strategy.


Getting all of this right for each individual job certainly isn’t easy, but many online recruiters consistently get this very wrong.


Working with our clients to generate significant tangible improvements in this area is certainly one of the most rewarding parts of what we do.



At SRO we have refined every single part of the talent attraction process, in order to optimise results and get more jobs filled with higher quality direct applications.

From job creation, channel selection, styling and tone, to applicant experience. We ensure that every touchpoint with each prospective candidate is designed to increase the probability of a positive outcome. To find out more request a demonstration of our platform. 

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Mark Stephens

Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.

5 Best Practices For Candidate Vetting in 2019
Danielle Meakin - 6 Comments - 29 Sep 2019

5 Best Practices For Candidate Vetting in 2019 By Rick Witherspoon.

Recruiters are getting smarter about how they filter out applicants during the hiring process. Scary stats like the cost of making the wrong hire motivate in-house recruiters to be more careful about whom they extend job offers. The cost of hiring the wrong fit can be up to 2.5x the salary – as much as $240,000, according to one report.

In a job market where roles require specialized technical knowledge, vetting processes must keep up. Fierce competition over the best candidates, as well as pressure to perform on key metrics like employee turnover and cost-per-hire, encourage in-house recruiters to spend more time in the vetting phase of the hiring process. Here are the best practices smart recruiting teams follow to vet candidates in 2019.


Use the right software

Software tools and platforms are critical to helping recruiters filter out candidates in the early phases of their hiring process. “A vetting process should allow you to filter out candidates who don’t have the skills necessary to succeed in the role. To do this, you’ll want to start by vetting the applicant’s resume, cover letter, and other application materials they’ve submitted for review,” recommends Smart Recruit Online.

Likewise, these tools can positively impact diversity hiring and help an HR team be unbiased when evaluating resumes. Testing and assessment tools like Codility, HackerRank, pymetrics, and Vervoe filter candidates based on real-world simulations, allowing candidates to be ranked based on skillset rather than what’s on their resume. Vetting tools help recruiters be more organized, efficient, and purposeful in who they invite to proceed to the next stage of the recruiting process.


Integrate AI to assist recruiters

Many of these software tools use algorithms to filter resumes by keywords, but this year’s trend takes it a step further. Companies in Silicon Valley are working on smarter AI solutions to read applications beyond simple keyword identification. “Instead of one person reading through hundreds of resumes, they envision a process in which AI can quickly sort through data. CEO Somen Mondal compares its tech to a recommendation engine, much like Amazon or Netflix — the first line of defence against high-volume hiring,” writes The Verge. Tools are getting smarter and smarter at helping recruiters vet through the initial influx of candidates.


Outsource your vetting process

Tools and algorithms can’t be replaced by human interaction, however. There’s a limit to how far a robot can take the vetting process – and thereafter, a significant amount of human resources are dedicated to finding the best person for the job. Especially in executive searches, third-party recruiters are necessary to make sure the right person is hired the first time around.

More and more companies are outsourcing their executive recruiting to a talent and recruitment agency. They’re seeking an objective perspective on their vetting process; recruiters outside the company can truly evaluate whether or not a person is the best candidate. Outsourcing gives companies the benefit of building specialized, world-class teams without having to hire in-house experts with the technical knowledge to properly vet technical candidates.

Talent Attraction


Ask the right questions

One of this year’s biggest trends? Asking smart questions. Historically, interview questions followed the same line, no matter what industry you were in. “Why should we hire you?” is one of those outdated, overused questions that don’t offer much insight into a candidate’s ability. Instead, recruiters across the board are investing more time in candidate vetting with job-related or behavioural questions that assess the candidate’s fit. “While it is good to hire people who match the personalities or personal backgrounds of your current employees, it is just as important to seek out a diversity of opinions, backgrounds, and interests in the people you hire,” writes one expert from Glassdoor.


Consider merit, rather than background

Perhaps the biggest overall candidate vetting trend of 2019 is the impulse to move beyond the resume. For example, JavaScript is the most well-known language among software developers, according to a survey by Hackerrank. But, students aren’t learning JavaScript – it’s not taught in most university computer science programs. Companies that want to hire developers with experience in JavaScript must look past a college diploma to vet candidates who haven’t taken the traditional route. Today’s vetting procedures weigh career trajectory more heavily than educational achievement. This benefits candidates and companies alike – the future of vetting practices looks brighter than ever.


This article was originally published on Elevate Talent.


Rick is the Senior Recruiting Manager at Elevate Talent, a recruiting agency that helps companies build their Go-To-Market and People Operations teams.


Offering support for both recruiters and on-site HR workforces, Smart Recruit Online helps businesses find and hire the best talent more efficiently. To see how SRO can improve your talent acquisition, campaign management, and candidate screening workflows, book a demo today. 

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Rick Witherspoon

Rick is the Senior Recruiting Manager at Elevate Talent, a recruiting agency that helps companies build their Go-To-Market and People Operations teams.

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