The recruitment industry is changing rapidly and employers need to keep up!

Hiring and developing talent is one of the most important parts of business and we have talked a lot about before. You can take a look at some of those older posts below.

The real change is happening in the way that we hire.

Job boards are still useful for entry level positions but top tier talent requires a different approach.

The truth is that recruitment is becoming more and more like marketing. If someone is actively looking for a job (or a product) then they will probably find your job advert. But what about those who might not be actively looking? They want to work for you but they just don’t know it yet! Those passive candidates need to want to build a relationship with you.

So how do you get them to hand over their details?

Just like in selling a product to a client, you need to sell your business to a candidate. You need an employer brand that says “working here is the best thing ever”, and anyone familiar with marketing will understand that once they find your brand, that is not the end of the journey. The real challenge is converting them. This means turning them from a lead into a client or from a passive candidate into an active one.

  • Talent communities – Like most things, talent communities are beneficial when they are done the right way. Looking at other successful talent communities suggests that the key is in developing them around a specific skillset instead of a generalized one.
  • Events – Hosting an event can give you access to specific, highly talented candidates based on the position that you are trying to fill. You can also sponsor an event. Spotify for example, recently sponsored the Grace Hopper Celebration of Women in Tech, which exposed them to highly skilled engineers.
  • Engagement – The customer life cycle is now focussed on building relationships before trying to convince leads to invest. This should tie in nicely with a sales pipeline and yes, you need a recruitment pipeline too. Mirroring your recruitment on the marketing methods in customer acquisition will help you to encourage engagement with passive candidates.
  • Don’t forget the candidates you already have – Most companies will have had unsuccessful candidates apply for roles in the past or just submit speculative applications. These people are already engaged with your employer brand and although they may not have been suitable back then, they may have acquired what they were lacking by now. Not to mention that this is free!
  • Recruitment support – Many businesses are adopting all of the above strategies today, and these strategies have also paved the way for an entire sector of recruitment tech, recruitment marketing and candidate engagement platforms. But sometimes the easiest option is the best option. Opting for outsourcing your recruitment support could be the easiest path in which you get the best of both worlds – experienced recruiters that know these techniques and use the latest recruitment technology at cost effective prices.

Take a look at our recruitment support page to find out more and to see what we could offer your business, fill out the form below to organise a callback or give us a call right now on 01256 328 428 for a free fifteen-minute phone consultation.