Tuesday 26 May, 2020

Surviving and thriving in recruitment in a time of COVID-19

1. Posting and getting 90% irrelevant resumes

“A large corporate with a strong employer brand, you recently posted a vacancy on an online job board for a Human Resource Business Partner and got hundreds of applications to then spend days of your precious HR team’s time on sifting to then realise that only 5% are relevant to start to shortlist for interviews”.  Would your recruitment budget and team’s time have been better spent on a recruitment solution that combines:

  • Well established local database associated with a quality recruitment firm known for hiring HR Professionals
  • Shortlisting service and filtering technology that significantly reduces the recruitment administration time
  • Referencing of candidates with the previous employer prior to sending resumes to ensure a certain calibre of candidate

2. Headache of sifting hundreds of resumes

“You’re a recruitment firm that recently posted a vacancy on an online job board for an Accounts Payables Clerk and received hundreds of applications – however, you did not use OR could not use filtering technology to sort the applications by qualifications or location”.  Would your recruitment budget and team’s time have been better spent on a recruitment solution that combines:

  • In-depth filtering technology
  • CSV file downloads of all filtering questions and answers to be able to sort quickly in Excel
  • Automatic response to applicants to approve/reject their applications to ensure that your Employer Brand is well maintained

3. Getting to passive candidates

“You’re a line manager or HR manager in an insurance company and recently posted a vacancy on an online job board for an Underwriter and are struggling to get any relevant candidates”.  Would your recruitment budget and team’s time have been better spent on:

  • A well-established local database associated with a quality recruitment firm known for hiring Insurance Professionals
  • Mailshotting relevant candidates from the database to get their interest and promoting the benefits of your role
  • If your advertisement does not attract the winning ad response that fills the position, you can engage a headhunting service whose placement fee will have deducted from it the cost of your initial advertisement, to ensure you don’t pay for more than one recruitment solution.

4. Getting to in-demand skills

“You are a distributor for a number of lines in the energy services sector and recently posted a vacancy on a regional job board for an Industrial Sales Executive and are struggling to get relevant candidates”.  Would your recruitment budget and team’s time have been better spent on a recruitment solution that combines:

  • Well established local database associated with a quality recruitment firm known for hiring Sales Professionals
  • Accessing a list of pre-screened and qualified salespersons

5. Backfill Pool of Talent for Contract Periods

“There’s a new project coming on stream OR a major national crisis has occurred, and you have a need for extra/backfill staff to meet the needs of your day-to-day operations as part of your Business Continuity Plan.   This may be for Warehouse attendants, Porters, Drivers etc and you need them urgently and for a short period.   Where do you access the temporary staff who are already screened at short notice and are available to work?  Would your recruitment budget and team’s time have been better spent on a recruitment solution that combines:

  • Accessing a list of pre-screened and qualified temporary staff
  • Well-established Payroll Contractor services for several local companies in the Energy, Insurance, FMCG and Manufacturing industry

6. Screening Candidates before Shortlisting/Interviewing

“You recently posted a vacancy on a regional job board for a Customer Service Representative (CSR) and received several relevant and qualified candidates.  However, you cannot interview all of them – how do you further sift out the pool to get to a manageable shortlist for interviewing”.  Would your recruitment budget and team’s time have been better spent on a recruitment solution that combines:

  • Accessing a list of pre-screened and qualified CSRs
  • Access to online Assessment Tools that would send you reports on the most suitable candidates for the role.

Progressive Recruitment Specialists Ltd and JobsTT together have combined recruitment experience of 18+ years and is the only online job board/ recruitment agency partnership that provides a hybrid service tailored to your needs.

Jobs Next Step Limited (JobsTT)

JobsTT does more than just list job vacancies on a website – it is a recruitment solution dedicated to creating more value for employers and jobseekers, by providing them with innovative tools and engaging experience. 

Their process ensures that vacancies are communicated to specific target audiences and streamlines the entire recruiting process while at the same time, freeing up your human resources to focus on other functions. 

The JobsTT business model for intelligent recruitment integrates a powerful website with social media reach and technology-driven screening systems – they reach out to target markets on Facebook and LinkedIn.  

Their success in the field stems from their drive to remain technologically ahead of the game, and the ability to innovate. 

JobsTT draws from its Progressive Recruitment Specialists Limited partner network and technology expertise to offer more than just a CV database offering:

  • Filtering
  • Short-listing: provision of ten qualified and interested candidates
  • Contractor Services: run payroll as well
  • Candidate Assessments
  • Lists of qualified and assessed Candidates by role
  • Banner Advertising

This makes JobsTT the premier destination for Trinidad and Tobago’s employers and job seekers looking for a better return on investment and career opportunities.

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