Post and Pray Recruitment

What Is Post And Pray Recruitment?

Putting job vacancies online and on job boards in the hopes that applicants will apply is known as post and pray recruitment.

Advantages Of Post And Pray Recruitment

• It is both quicker and cheaper than conventional procedures. There is no need to spend money on interviews or promotions. Posting the position vacancy and waiting for applications are all that are necessary.
• Organizations can connect with plenty of prospective employees. Businesses can reach a large audience of potential candidates by posting job openings on their websites or on job boards. Unlike conventional approaches, which frequently require contacting a small number of people who may or may not be interested in the post, this one doesn't contact as many candidates.
• Companies can screen prospects more successfully. Businesses can determine which applicants are the most qualified and contact them for interviews by evaluating applications and resumes. Contrary to conventional approaches, which frequently entail inviting all applicants for interviews, regardless of their qualifications,
• Firms can more accurately determine how well a candidate fits the position. Businesses can find applicants with the abilities and qualities that are most pertinent to the post by analyzing applications and resumes. This contrasts with conventional approaches, which frequently involve inviting all applicants to an interview regardless of whether they are a good fit for the role.

Disadvantages Of Post And Pray Recruitment

• Job boards vary greatly in quality: If you post jobs on your company's own jobs website, you are losing this battle since prospects must first view those opportunities in order to apply for them. I believe that the issue with generic job boards is one of number over quality. Despite the fact that job boards like Indeed are frequently rated as the best, in a decade of recruiting and employing about 500 people, I have only ever hired a small number of people who applied through aggregated platforms. 
• The market has modified dramatically: Today's job seekers unquestionably have the advantage when it comes to selecting the positions and organizations in which they are most interested. It's far too late to try to increase corporate brand awareness if you wait until you have a job opportunity. P&P focuses on connections as a temporary fix to a long-term problem. Not just when there is a position open, but all the time, you should be cultivating relationships with future employees. Jobseekers anticipate being courted by employers rather than treated like commodities.
• Bias within the group and no DEI strategy: Post and pray disregards the necessity of targeted outreach for raising DEI. You need a more focused strategy if you want to draw in a talent pool with a wide range of varied prospects. P&P depends on a small network of candidates who are familiar with your business. Your target audience base is generally not particularly varied unless you've done extensive DEI work. Additionally, P&P doesn't allow you the ability to emphasize your dedication to diversity in hiring and explain to candidates why your business is a fantastic location for them unless you include a diversity statement in your ad.

Conclusion

The procedure for finding and employing new personnel has undergone a significant alteration in today's business environment. Until recently, discovering and hiring new staff mainly involved posting a job opportunity and hoping a suitable applicant would apply. As it was difficult to predict whether the proper individual would apply, this procedure was frequently time-consuming, expensive, and frustrating.

However, there are numerous resources and technologies available today that firms may use to locate and select the finest applicants. One of the most well-liked and successful of these is recruiting by posting and praying.