Today, let’s tackle a relatively complex and extensive problem. Why isn’t the agency attracting enough people interested in the job?
Temporary employment agencies operate on an hourly commission from each employee, so if we are unable to hire the right number of candidates, we are unable to maintain our agency.
We don’t want to write out 20 points, because we can talk about management styles, selling services to clients, etc. Today we want to talk strictly about company marketing efforts and ways to attract more candidates to your agency.
- You advertise where the giants go
If you’re not a big agency and you don’t have budgets of 5,000-7,500 euros a month to advertise your ads online, you should not advertise on job boards where the biggest agencies spend their budgets.
You can ask why? After all, these job boards have thousands of visitors on a daily basis. There are several reasons behind this:
1) All the big agencies pay to “promote” ads that they have already paid for. e.g. to be at the top, highlighted or bold. All this means that 70-85% of all applicants will apply first to the ads posted by these large agencies. Its normal that job boards want to maximize their profit, but small agencies might not be able to keep up with the big ones.
2) These agencies employ a lot of recruiters, so they are able to call all the candidates much faster than you. If a given employee already applies to you, before you call him, several other agencies will interview him and there is a good chance that he will no longer be interested in your offer.
3) In addition, large agencies often buy dedicated advertisements for their offers, whether on Facebook, Instagram or any other platform. Then there’s e-mail marketing, dedicated advertising on the Internet that targets your competitor’s listings directly. Long story short, a few agencies get almost all of the traffic even though you all chip in for the traffic.
What you get in the end as a small agency is just crumbs for which you have to pay a lot to even get that.
- You are too slow & do not automate your work
The job of a recruiter is constantly recruiting employees for given positions. Agencies where the recruiter deals with dozens of things to save on administration have no future.
Preparing paperwork, making plans, posting on social media may sound less stressful than recruiting candidates for a job, but unfortunately, if there are no candidates for a job, then there are no employees. If we can’t fill the positions with employees, we lose customers and our entire agency may be closed within a few months.
The job of a recruiter is not easy, nor is it often a rewarding job. It is one of the most important positions in the company. Without good recruiters, no matter what we do with our company, we will never be successful.
The recruiter is supposed to be like a lion in the savanna, hunting candidates and winning them. The agency of such a recruiter is to support all the latest technologies that make 3 recruiters as effective as 5.
The simplest form of automation is pre-screening employees. The whole process is described here, so please read this post since it might bring a lot of benefits for your agency.
- Your website & social media look bad
There is a saying in Polish “how they see you is how they describe you” and let’s just say that it describes the situation well here.
Having a clean, clear website is the foundation of business. Today, not having a website or social media is like not having shoes. You can go forward without shoes, but it’s painful and we go much slower than we could.
It is also about the very fact that employees going to work abroad read opinions about the company, enter social media and the agency’s website before they decide to accept the job. However, if we do not have a nice website and we are unable to show that we are a reliable company, we have a problem, especially in the era when you can make a nice website for about 1000 – 1500 euros for an agency with all the necessary features.
We do not want to show here examples of poorly made pages so as not to hurt anyone and not to point fingers, but probably everyone understands what such pages look like.
If you cannot afford a fancy page with all the options, just build a simple one, but with clear and nice looking graphics, where content is updated and where people can find the basic information about getting a job here. Its much better than having a slow, old behemoth with fancy features no one will be using anymore.
- Your Internet opinion is mostly negative
Put yourself in the shoes of a potential employee. Suppose he gets a job offer from your agency, but for some reason he hasn’t heard much about it. what does he do? He types XYZ reviews into Google and starts reading. And what does he see? Just a cesspit pouring out, often written by frustrated people, which does not change the fact that these are negative opinions about the agency.
In an age where anyone can verify a company online and, in fact, anyone can find a job with an agency with better reviews, leaving such reviews to themselves is very risky.
Of course, opinions can be the result of pouring out frustration on the Internet, but there are various more and less official methods of monitoring your opinion on the Internet, thanks to which a certain percentage of candidates will not give up the job offer received and start working for our agency.
- You do not train your people for the job properly
Working with agencies across Europe, we often see that they don’t pay enough attention to training their recruiters.
We see this very often in the results of the work of such an agency. Sometimes two agencies have identical job offers, get similar numbers of candidates, but there are big differences when it comes to the effectiveness of recruitment. If we see such a case 1-2 times, we can assume that it is a coincidence, but after a long time we can see a certain trend.
Some agencies hire people who simply don’t have the predisposition for the job, sometimes they mistreat people and it affects the results. The best results are achieved by rectors who are focused on the goal, the agencies have very clear requirements for them and offer them appropriate training that will help them go through the recruitment process of candidates efficiently.
Keep in mind that no matter how good your car is, if the driver can’t shift into a higher gear, the car will still go slow.
Well, unless we switch to auto-pilot like Tesla, so the quality of the driver will be secondary, but we still have to wait for that.
You want to see what you can do to get back on track? Contact us and let’s have a free introduction meeting.
