How to change your Recruitment Strategy & Hire the Best Talent.
How to change your Recruitment Strategy & Hire the Best Talent.
If you’ve recently been involved in recruiting for your workplace 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 to find which means the process can take a lot longer than you want. When you do find the (near) perfect option, finally, the applicant decides they would prefer to go elsewhere. Your competitors don’t seem to have the same issues that you have in hiring people as they announce their hires on LinkedIn or in the industry press. So you have to ask yourself what you could change about your hiring process to ensure your recruitment campaigns is 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.
There are so many ways to interview candidates. Some companies are using AI tools to conduct Blind Interviews, others are using Video SKYPE, Telephone, whilst the majority of employers, wherever possible are still choosing to meet their candidates face to face and, at the same time, involve more of their employees in this first stage process.
If the nominated interviewer can’t attend an interview, at a time that is convenient to the applicant, then it would probably be more sensible to find someone else in the business to help out. This will ensure the momentum isn’t lost and the candidate doesn’t lose interest, especially if they are also interviewing elsewhere. That “first impression” could make or break the end result for you. Delaying might make the applicant question whether this is a reflection of the company culture., i.e decisions are slow and therefore it will be hard to get things done quickly. Don’t give the initial responsibility for interviewing to someone who is always busy and hardly available or just about to go away for a 2 week holiday, especially if you can ask another member of the team to see them quickly.
Don’t make your interview too short. You may know very quickly, from an initial call and looking at the applicants experience, if you think you have found the right person for the job, but the applicant doesn’t know you. We’ve recently had a client shocked at having a job offer turned down after a very short interview. Whilst making quick decisions can show decisiveness it may also make the applicant feel there is something a little desperate about the situation. They might also think you are not interested in them as an individual . In a hugely competitive recruitment market, it’s important to give applicants the time they need to get to know all about your company, the opportunity for them and to meet 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. 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 J Blogs. It’s the differentiator and, more importantly, it’s their understanding of what it is that makes you different that will swing their decision as to whether to join you.
This doesn’t just apply to smaller business. 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. Not all candidates want to work for some of the larger household brand names. Sometimes they put this down to “poor interview experience”. The interview being one-sided. The testing process, before being able to meet the team with whom they would work, was too long-winded. Some have been known to take over 3 hours. If and when the applicant finally met the interviewer they were distant or hostile, expected them to know everything about their business, just focused questions on the applicants 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. Promote 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 culture, their challenges and also what their plans are for the future. Recruiters will help you find 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 and especially flexible 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.
5. Probe more into the applicants situation.
When you interview your applicant, 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. Describe real life stories. 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.
You may be asked, inevitably, about your company’s post Brexit strategy, or your thought son how AI has already and will change job roles, for example, so be prepared to discuss these topics 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 when you manage your company’s social media updates. Make sure you also don’t sound arrogant. Video content and case studies are a great way to show how great working for your company could be. But try and keep it personal so there is a really strong sense of your own individual culture in your social updates. Having said that, you would help yourself more if you could do something a bit different. 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.
I can’t emphasise enough how important this is. Explain the reasons for rejecting candidates, for example 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 even as a client. They might even have a friend or relative to recommend who does have those exact skills you need. If anything, being helpful will guarantee that the last experience they have with you is a positive one.
11. If you really don’t want to be involved say so.
Not everyone has the time or enjoys being involved in recruitment. If this is the case for you and it isn’t a necessary part of your main 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.
If recruitment seems like workload overload, it needn’t be. Have a look at our recruitment services! We can help you manage the full recruitment process end to end.
- Post production
- Tips from the Team
- Sector news
- Market Research, Insight & Analytics
- Broadcast & Media
- Pr & Communications
- Temporary/ Freelance recruitment
- Corporate & Business Support
- Data Analytics
- Digital marketing
- IT France
- boyce recruitment updates
- Help for jobseekers