Change your Recruitment Strategy & Win the Best Talent for your company.

If you’ve recently been involved in recruiting for your work then you’ve probably noticed that the process isn’t always as straightforward as it should be.

Planning a recruitment campaign is challenging; the perfect candidate might be hard if not impossible to find which means the process can take a lot longer than you want. When you do find the (near) perfect option, finally, they decide they would prefer to go elsewhere. Your competitors don’t seem to have the same issues as you in their recruitment processes, which seems obvious when you read about all their new hires on Linkedin or in the industry press. So you have to ask yourself what could you change about your hiring process to make your recruitment campaigns much more successful.

We looked at what some of our top recruiting clients (large and small) were doing and compiled a list of recommendations below.

1. Review your interview plans

Involve more people in the business at first stage interview. If the usual person can’t attend an interview at a time that your ideal applicant is available, then find someone else in the business to help out to make sure that the momentum isn’t lost. Don’t give the initial interview responsibilities to someone who is always busy and hardly available as another employer will be making sure they see them quickly.

Also don’t make your interview too short, they wont believe you aren’t desperate. We’ve recently had a client shocked at having a job offer turned down after a very short 10 minute interview. Candidates need time to get to know the company and the people they will work with before deciding if this is the right move for them.

2. Leave your ego at your desk

Remember in a candidate short market, you have to sell yourself and your company and you shouldn’t expect your applicants to appreciate what a fantastic opportunity you have to offer unless you actually tell them.

Too many failed interviews involve an interviewer who puts in little effort or personality to promote their company and just runs off a list of questions. Job seekers want to know what the USP is that the company they meet have, how you compare to your competitors, why they should choose you over Joe Blogs. It’s the differentiator and, more importantly, their understanding of what it is that makes you different that will swing their decision as to whether to join you.

This is also relevant to big global brands. Don’t be arrogant. Yes, you have a big name but your recruitment process should be efficient and clear. Feedback should be thorough and timely. If you have asked someone to come and meet with you then you need to show respect for that time they have spent with you. We get lots of candidates who decide not to apply for some of the larger household names because they have friends who had a poor interview experience. The interview was one-sided. The interviewer was distant or hostile, expected them to know everything about their business, just focused questions on their skills and put little effort in getting to know them as a person or trying to sell their offering. Quite frankly this isn’t good enough. There are too many other employers courting these people to risk losing out on what could be one of your leaders of the future.

3. Sell your company to the recruiters you work with. 

The best recruitment campaigns I’ve worked on have been with companies who have taken the time to meet me and introduce me to key team members, to explain their challenges and also what their plans are for the future. Recruiters will find you great people if you allow them to really invest in you. They won’t if you limit yourself to just sending out job descriptions.

4. Review your reward structure

i.e. bonus payments, salary levels, right to purchase holiday, remote working. Do this regularly. These are all things that needn’t break the bank but could definitely appeal and attract some of the best people to your company. A recent survey published by Citation highlighted that “2 in 5 job seekers want a better salary and 40% of people say that salary is more important when applying for jobs.”

5. Probe more into the candidates situation

When you interview ask them about their situation and explore what other options they are looking at. Have they spoken with their current employer about promotion and if not why not? Who else are they seeing and what do they like / dislike about those other opportunities? How do they feel about your role?
Understanding what their motivations are will help you understand whether you will really be able to offer them what they want.

6. Broaden your selection criteria. 

Think outside the box. Don’t always stick to the exact skills and background of the people you have who already do the job. It might be a good time to restructure if someone leaves, it might be good to get someone outside of your industry, someone who has the drive and motivation to learn and ultimately become one of your superstars. Look for transferable skills assessing attitude, ability to think and be thoughtful.

7. Be very clear about who you are, what your company stands for and where the role could lead to.

A solid message and clear goals are always much easier to relate to. Recognise that sometimes joining your company might lead them to other great opportunities, long term, outside of your business. Talk about people who were seconded to other departments or companies or where they went after they worked for you.

8. Talk about the market, the climate and how you will deal with any challenges.

We’ve started to hear more candidates ask about employers’ post Brexit strategy, for example so be prepared to discuss this in detail. A strong message about how challenges are tackled inspires confidence and security

9. Don’t fall victim to social updates overload.

Try not to mimic your competitors and over spend every day shouting loudly on the same social media as them. Try not to sound arrogant. Case studies are probably a better way to show how great the opportunities your company has are. Have you seen recently how many employers talk about how wonderful they are, how great their business is on Linkedin? I’ve even seen updates where one week the company is saying “we don’t advertise jobs as we are so good and don’t need to”, and then a couple of weeks later the same company putting an advert update on their profile. These are statements which just makes them look desperate.

10. Reply to your unsuccessful applicants too.

Explain the reasons for being rejected, which skills you need and where they are lacking. You never know, they might decide to learn those skills and come back to you one day in the future for work, or they might even have a friend or relative to recommend who does have those exact skills you need.

11. If you really hate it say so. You might not be right for the job.

Not everyone enjoys being involved in recruitment. If this is the case for you and it isn’t a necessary part of your job role then tell your colleagues/ boss. They may be able to help either by passing the responsibility to someone who does actually want to be involved or train you or help you by sharing the responsibility.

Manuela Boyce

by Manuela Boyce on September 8, 2017

posted on Tips from the Team, Sector news, Market Research, Insight & Analytics, Broadcast & Media, Multilingual, Temporary/ Freelance recruitment, Corporate & Business Support, Data Analytics, Digital marketing, boyce recruitment updates, Miscellaneous,