5 Things Recruiters Should Think About Over Summer

Traditionally July and August are quieter months in the office as at some point most of us disappear to enjoy a well-earned break over the summer. This makes it the perfect period to take time out and reflect on the way your company recruits its talent and assess exactly how they can improve their recruitment process. With the current shortage of skills in the workforce it is vital that companies revisit and up-date their recruitment methods in order to attract the very best talent.

Here are our top five tips recruiters should think about over summer.

1 Think about future candidates

May’s Report on Jobs recorded the number of candidates available to employers fell every month in 2014 it is imperative, therefore, you have the right systems in place to ensure you attract and retain the best talent available now and in the future.

Quality candidates are in high demand and they know it. Recruiting real talent today is all about building relationships with your potential candidates. Treat them well, give them a great candidate experience and make it measurable; checks should be in place at each stage so you can tweak what you can to improve the process as you go, rather than leave it until the end year evaluation.

First impressions are everything; it should be simple for candidates to find out what positions are open with your company, what those roles entail, and who and how to make contact if interested. Your job description is key: it should not consist of a wish list of words and jargon; it needs to be honest and engaging.

Think about each step your candidate has to go through during the application process and how you can make this a positive experience. A negative one means potentially losing great candidates and can harm future hires; more importantly, it can do irreparable damage to your employer brand (see point 4).

2 Think mobile

Mobile recruiting is one of the most discussed sector topics this year. The volume of people using mobile phones and smart devices has dramatically increased and shows no sign of slowing down.  eMarketer forecasted that 1.75 billion people worldwide will be using a smartphone in 2014.  As a result recruiters have no choice but to consider the massive audience of potential candidates they could be missing by their recruitment process not being mobile friendly. By automatically incorporating this technology into your process you can reach out to mobile users, increasing engagement and further visibility.

Mobile recruiting also gives people the opportunity to apply on the move; candidates browsing jobs or emails during a break will be more likely to apply immediately if they can do it there and then from their mobile.

3 Think smarter choices; think Big Data

The Big Data revolution is another subject of great discussion. Making sense of the masses of data available in today’s digitally connected world provides businesses with the opportunity to make much smarter choices. SAS, the leader in business analytics, predicts around a third of the UK’s organisations will implement Big Data analytics programmes in the next five years. The recruitment industry in the US is already making huge strides in efficiently and effectively attracting high quality candidates for roles utilising big data solutions.

However, recruiters in the UK still currently spend countless hours searching CV databases not to mention thousands of pounds advertising on job boards, with the vast majority of applications received as a result irrelevant to actual role requirements. JobsTheWord is the first company in the UK to offer a Big Data recruitment solution similar to that offered in the States. We source fresh talent from the whole of the Internet and this revolutionary, highly cost effective alternative to job boards and recruitment agencies is wowing our clients. Since our formation three years ago we have successfully discovered high calibre, relevant active and passive talent with the relevant skills sets for over 750 companies and we were delighted when The Times technology reporter, Paul Rubens, recently listed our company at No 2 in his article disruptive start ups to watch, extolling the virtues of a big data solutions to give companies a real edge in the war for talent.

4 Think about your Brand

Companies are tuning in to the fact that to attract the best candidates they must have their brand positioning spot on.  Summer is a great time for companies to take the opportunity to look at their branding and view the organisation from an outsider’s perspective.  Do your logos, colourways, message and tone of voice translate well across your digital landscape from your website to your social platforms, for example?

Also crucial is having a reputation as a company with a positive culture. With the shortage of highly skilled candidates, the next generation now coming through are being more demanding when it comes to expectations: smart working, a challenging but fun environment, along with great colleague camaraderie, are high on the list on those with job choices. Get your culture right and your employees will automatically share with the world what a great place your company is to work. With platforms such as Glassdoor in existence, what your people say about you is paramount. Hearing positive feedback from real voices will help massively when it comes to converting candidates to applicants – think Virgin, John Lewis, Google and Zappos – yes some practices of the American companies may be a little too extreme for the British palette, but whatever they are doing to create their positive culture it is working; people are falling over each other to be part of their brand.

Deciding how to approach achieving a great culture for your company comes with an understanding of the needs of your employees. What is it that makes them happy to come in to work each day? To enable them to deliver great customer service? How do you ensure that they are proud of the company they represent? Negative experiences encountered with your staff and your company today, will influence your potential candidates for tomorrow.

5 Think about your talent pool

Creating an excellent pipeline of candidates to keep your talent pool topped up relies, in the main, on a combination of the first four points.

Your talent pool is simply a database of candidate profiles, a collection of all of those people attracted to your organisation and hoping to be appointed in the future. Talent pools are nothing new to the recruitment industry – previously they were simply applicants who had applied for jobs in the past, being held on file should a suitable vacancy arise in the future. Now, however, those quality people you hold in your talent pool and hoping to convert to employees in the future need to be nurtured. Astute businesses revere these potentials; after all having highly skilled, quality candidates available as soon as a role becomes vacant means huge cost savings in terms of recruitment. Companies are now are becoming wise to the advantages in developing relationships with candidates they are interested in for future roles, spending time keeping in touch and sharing the latest news and successes to hold their interest.

So with the search for high quality talent now paramount in the minds of company CEOs during these times of skill shortages, it is crucial that organisations take time out to look at how their organisations operate. Never has it been more imperative to observe what your competitors are doing and, more importantly, what you need to do to entice the best candidates to work for your company to ensure that you stay well ahead of the game in today’s high-speed digital world.

Image: freedigitalphotos.net by Ambro

Mike Sandiford
Head of Partnerships
0207 193 9931

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