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It’s a candidate’s market! Ten ways to rework your recruitment strategy

It’s always been up to employees to "wow" the company they want to work for, but we’re starting to see a switch, with bosses fighting amongst each other to hire and retain the best high performers. Pressure has been put on the recruitment strategy.
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Research has shown that nearly half of candidates have turned down a job after not being impressed by a company’s recruitment strategy. The situation is already tough for companies – and it’s only likely to get more difficult with Brexit and the skills shortages it may incur.

Companies are under pressure. It’s a competitive environment, and organisations need to know how to better attract, onboard and retain employees. Bosses need their organisations to stand out, they need to think about things differently, and have a concrete recruitment strategy to ensure they develop the precise workforce needed for success.

There’s a number of steps that can help get you started; I’ve put together my top advice to help HR, recruiters and employers switch up their recruitment strategy.

(1) Build your employer brand

Employer brand is vital in attracting talent, so be sure you get to know your marketing colleagues and work on building and improving your brand. Take cues from your corporate reputation – your website is likely one of your primary resources for candidates, so if you’re prioritising, start there, then work through social media and sites like Glassdoor.

(2) Think like a candidate

A lot of time is spent getting to know candidates, so don’t lose them to a poor process. Take a step back and look at the full recruitment journey from the candidate’s eyes.

Cut any unnecessary steps that may make the process unenjoyable or don’t yield insights on the candidate.

(3) Mobile is not optional

You only have to look around on the street outside to see how hooked people are to their smartphones – so why not use them for your recruitment strategy? Making a candidate’s journey mobile friendly will not only widen your talent pool, but will also create a better, more convenient experience for them.

Think about both external and internal applicants – and map the process from pre-application engagement to onboarding.

(4) Link tactics to strategy

Do you know if your recruitment plans link to business goals? Well, it’s time you do. Reviewing and knowing how your recruitment performance will fit in with the company strategy can help maximise the overall business impact of recruitment. Be sure to have clear measures in place that link tactics to business strategy.

Proceed to the next page to hear about internal recruitment and increasing visibility for line managers.

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Real Business

As the champion of UK enterprise for 20 years, Real Business is the most-read SME website dedicated to high-growth businesses and entrepreneurs. Through daily news, unique insight and invaluable guides we are an essential resource for thriving businesses.

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