A Word From James Gilfoyle, Organisation Development & Learning Manager at Edge Hill University   


Our Need
Over the years we have spent most of our recruitment pot in places where active job seekers would find jobs (job boards), however as active talent only accounts for a small percentage of the candidate market, we’ve had to seek tools that enable us to look further afield.

Increasingly we find ourselves looking to recruit niche or hard-to-fill roles so it has become imperative that we as a recruitment function, are able to offer strategic, evidence-based advice to our hiring managers and the business as a whole. It is this that led us to adopt Horsefly talent market analytics.

We predominantly use Horsefly for two distinct reasons.

1)    To create better relationships with our hiring managers.

2)    To influence our marketing and outreach to candidates.

Working with Hiring Managers
We have a centralised recruitment budget and generally, our Hiring Managers are unaware of the cost per hire. Naturally, this means we need to be evidence-based and data driven when we explain the market to Hiring Managers throughout all stages of the recruitment process, from job spec – marketing strategy – onboarding.

Horsefly has given our team credibility allowing us to become more strategic influencers within the organisation. Since we adopted the tool, we have already seen stark changes in our recruitment function. Particularly, when we utilise the tools, our Hiring Managers have a much clearer understanding of the true market value of the role we are trying to hire. This has helped to moderate recruitment expectations and to think differently about role requirements. It also offers the opportunity of a more bespoke approach to recruitment interventions or campaigns.

Marketing and Outreach
Horsefly allows us to know the context in which a role currently sits, and we can then make recommendations to our managers to revisit a role or on the best way to target talent and market that role. Do we need to consider an agency approach? Do we need to do some direct marketing? Or are we ok to float this in front of the active market?

Once decided on our route to market we then use it to make further decisions along the way, for example around content marketing; Where are we targeting? How are we targeting both passive & active candidates? How we can reach people that haven’t done this particular job title before despite them holding many of the valuable skillsets we require? Are we using appropriate language?

Embedding Horsefly into our recruitment function
We find Horsefly intuitive and easy to use so overall it takes minimal time to access the data we need, for example; last week I used the software to export data on 3 different roles which perhaps took me 20-30 minutes per role to i) search ii) understand and interpret the data, and iii) present my findings and suggestions to my hiring managers.

Initially, we used Horsefly to explain challenges and suggest solutions to Hiring managers when we had hard-to-fill roles, but now our Hiring managers come directly to us requesting reports before they create their job specs, so its value is definitely felt.

We very much look at the whole recruitment cycle when we invest and Horsefly is an important part of this for now and the future. As data intelligence informs our work intrinsically we embed Horsefly into our annual HR budget, as a fixed cost contract. The whole package offers better value for money than other resources we have looked at.

Mike Sandiford
Head of Partnerships
0207 193 9931

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