Posts

The candidate experience

Over the past couple of weeks I’ve been getting out to events and seminars organised by the major trade bodies that represent our industry. This post’s subject is one that has come up in every conversation – ‘The Candidate Experience’.

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3 ways recruiters can accelerate their social media strategy in 2016

It’s 2016, and it’s a high time for all recruiters to be accelerating their social media strategy. Gone are the days of ‘toe dipping’ into the great unknown. Social media needs to be embraced as the fantastic (and essential) recruiting tool that it is. Time, of course, is the big issue. All recruiters are busy people, and many recruiters feel that they simply don’t have the time to invest in a social media strategy. That is why, for some, their social media recruitment activity never really gets beyond the aforementioned ‘toe-dipping stage.’ But, with a coherent strategy, commitment and a bit of patience, the potential returns are well worth the investment of time and effort. Read more

Solid Millennial Talent Attraction Strategies in 2016

40% of employees will be Millennials by 2020 which means they are essential to the success and sustainability of businesses. If your clients are wanting to attract and retain the best Millennials to drive their businesses forward, what do they have to do differently?

Millennials are not interested in jobs, they want lives where their work means something. They don’t want to live weekend to weekend or vacation to vacation. They can’t see why they should sit behind a desk for 9 hours a day in an office full of people, trying to look busy to impress a boss. Read more

3 simple hacks to better candidate application experience

In the world of agency recruitment, the focus is always the same:

Selected Candidates + Clients = Placements = Commission

Nothing else matters.

And this has worked for us for many years. But increasingly we are seeing a neglected group becoming more vocal. Not only do they vent their frustrations online, but there are well established review sites that encourage such feedback (think Glassdoor).

It could be about the 45 minutes wait at the lobby despite being early for the screening interview. Or the stupid questions that were fielded which discussed everything under the sun except the candidature of the applicant.

And they are coming fast and furious from the candidates that didn’t get placed.

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Building a candidate acquisition strategy through social media

We all know the recruitment market is changing and we are now in a candidate driven market, but what have we really changed about our business and processes to adapt to this changing landscape?

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