ROI – Return On Involvement?

What? ROI is Return on Investment surely? Budgets and all that. A financial viewpoint that has always been prevalent in recruiting. Especially for organisations in their dealings with Recruitment Comms agencies. (But interestingly, some of those same companies seem to ‘change’ those rule when using Recruitment Consultancies – but that is another blog story.) Nowadays ROI is even more under the spotlight. Press effectiveness is said to be dwindling. Online listings can attract oodles of interest. Digital advertising achieves heavy click-thrus. Company websites facilitate mass applications. While the new-found world of social media is just beginning to make a mark. All in all what offers the best investment? And which are the most effective in recruiting the right candidate?

But do you really want to sift a thousand ‘speculative’ applications rather than a hundred ideal ones? Surely a better ROI would be Return on Involvement. No? Isn’t it better to expect your recruitment comms to involve any potential employees? An employer branding that only you can shout about. Impactful executions that no other employer could hang their hat on. Campaigns that your targets feel involved with. Utilising every avenue available in Social media to stay connected and keeping your message out there. Messages and conversations that they’ll be influenced by, so the next time they consider a career change you’ll be top of their minds without having to ‘advertise’ anywhere. It’s a brave, long-term game requiring an investment in time as much as budget.

But doesn’t that ROI sound much more effective?  No more bullet-pointed job spec listings on job boards. If you go in the press, make sure the advertising sells your culture and the opportunity for the reader. Your online communications actually de-select people so only the best ones actually follow through. As does the application process on your website. Sounds simple and obvious, doesn’t it? But how many recruiters in HR would settle for low application numbers without fearing a huge recruitment FAIL? But remember there is no safety in numbers. What if they’re all the wrong type? Unsuitable for the role and unable to fit in with your culture. Then you just settle for the best of a ‘bad’ bunch (and we all know what happens then). All because, otherwise, your Return on Investment would be shot to pieces if you had to start the whole recruitment process all over again.

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

%d bloggers like this: