Over 100 employers and recruiters joined us in our HR engagement workshop held on 6 and 22 June to learn more about how to leverage the advertising concept to boost hiring performance and how technology helps to find the right candidates.
One of the key topics in the June workshop was how to maximise return on investment (ROI) and what the recruiting metrics for measuring in the digital recruitment age are.
“Traditional model charges you pay per job posting and you are left with hoping the candidate will search and find it then apply for it. Post and Pray can mean your job ads getting bumped down by newer postings every minute,” said Cecilia Kwok, business director, recruitment rusiness of the South China Morning Post.
“Some job portals charge pay-per-click (PPC). The pitfalls of pay-per-click is that this may not mean those candidates are the relevant or qualified candidates,” says Kwok. “Standard job posting should be free, candidates apply for your job and you get charged only by the candidate profiles you think will fit the post – saving time, effort, money and ensuring quality.”
Echoing Kwok’s sentiments, Kenny Lam, web developer at cpjobs.com, believes a good recommendation engine will make a big difference for recruiters in the recruitment process and on their ROI. “The recommendation engine helps recruiters reach the right candidates and guarantees quality, rather than quantity, of job applications. It minimises HR’s screening efforts, helps save a lot of time on filtering out irrelevant applicants and achieves a high matching rate.”
Attendees were treated to a tour of the Post’s new offices after an introduction to innovative office design by Alex Ho, general manager, recruitment, circulation and syndication business at the Post.
Contact us if you would like to learn more about HR engagement workshop:
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