Recruiting Talent.

There is no denying that the recruitment space has changed, in particular the search parameter for talent. There was once a time when recruiting talent was confined to a defined location and now, we’ve opened up that space to a whole region, country, or even the world.

Attracting talent in the new normal has adapted and according to research, there has been an increased use of digital in the last six months than in the five years previous and this is set to continue to have a big impact on hiring.

So, how do you ensure that you stand out as an employer to attract talent? And what changes should you look to be making now?

We’ve created a few tips to ensure you’re fully prepared to recruit post lockdown.

  1. The job description

This may seem obvious but taking your time to really know the position and the type of candidate you’re searching for will allow your role to stand out from any similar role on the market. Interestingly, 72 percent of hiring managers say they provide clear job descriptions, while only 36 percent of candidates say the same.

What kind of person are you hoping to attract? What skills are an absolute must and what can be learnt on the job? Be realistic and list the most important qualities and skills.

Check out the competition – what other similar roles are on the job market and how can you make your role and business stand out?

  1. Branding your company

Branding your company as a great place to work and sharing your values and beliefs are now significant. By communicating your company values and goals, this will help you to attract people that share your passions that are aligned to your values. This does not have to be complicated – think about what’s important to you, your team and your customers and what you have to offer as an employer and share this to the world. With more job seekers spending time researching what it is like to work for your business on sites such as Glassdoor, considering your employer branding and finding individuals with a passion for your company ethos should be top of the list.

  1. Make use of social media

Now that search parameters have expanded, you’ll want to extend your job advert reach. Social media is a fantastic way to not only advertise your available positions, but to also proactively scout talent.

LinkedIn acts as an online CV, so you can connect in real time and really get to know possible new employees before getting to the interviewing stage. You can read referrals and any past content and activity. This method will also mean that your current connections and audience will see that you’re looking to recruit and most likely share your post.

  1. Approaching the idea of flexible working

Yes, that’s right, this is a biggy. It’s a question being asked repeatedly over social media polls and the results are clear. People want flexibility, they want balance, and they are demanding to have options and choice. Gone are those days of the long daily commute, train delays and missed family time, employees are now in the driving seat when it comes to negotiating where they work.

By offering flexibility this can work in favour of both the employee and the employer. If you want to find the best of the best, then opening yourself up to the idea of remote working and offering flexibility will expand your talent pool.

  1. Welcome to the world of digital recruitment

In the current job market, if you are hoping to attract the best of the best, then it’s just as important for an employer to make a good impression through the recruitment stages as it is the employee. So, research the best tech available to help you recruit.

If you are growing or have multiple vacancies, but manage recruitment on spreadsheets it may be time to consider an applicant tracking system (ATS). An ATS helps you to ensure a consistent recruitment process and helps you deliver an excellent candidate experience, getting the employment relationship off to the best start. It also helps to create efficiencies in the recruitment process, saving you time whilst also allowing you to make quicker and more informed decisions.

  1. In-house recruitment Vs outsourcing

We recently wrote on article on the difference and benefits of outsourcing, which you can read here. There are of course various options to outsourcing and here at Sweet, we offer an alternative approach to recruitment and talent acquisition. We bring the best of both the traditional recruitment agency and in-house team together. We act as an extension of your team and help businesses who don’t necessarily need a full-time in-house recruitment team, but who have an ongoing need to recruit.

So, if recruiting isn’t your forte, it may be time to think about your options to help your business secure the best talent.

I hope that’s helped give you a few ideas and as ever, if you’d like to chat about the option of outsourcing, I would love to hear from you.

Other interesting reads:
2021-05-27T16:34:57+01:00June 2nd, 2021|Recruitment|
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