What is the best approach to Recruitment?

While record-high Employment levels are good news for the economy, it poses a significant challenge for Employers in the capital – how do they find and attract the talent that is currently available?

There is, of course, no silver bullet. Nor is it a challenge that will subside anytime soon. Indeed, despite the UK’s exit from the EU being a matter of months away, it’s impact on Employer hiring intentions has been nominal at best. In fact, according to a recent survey, 69% of UK businesses plan to expand both domestically and internationally over the next few years.

So, how can Employers in London overcome this challenge and attract the people they need to fill the roles they have in the here and now, as well as those they will require in the future?

Despite shrinking talent pools, there are ways to find this illusive group of people. It’s about combining several tactical strings to create an overarching hiring bow. Aside from traditional Recruitment marketing using job boards, local press and trade media, Employers have a wealth of options to choose from.

The question is, which will put you in front of the right people, in the right way and at the right time? To answer this, Employers need to truly understand what Candidates really want.

Focus on them

Research shows that 83% of hiring managers say that their ability to attract top talent depends on how they are perceived as a top Employer. To ensure that perception is the best it can be means focusing on your Employee Value Proposition – what’s in it for the Candidate if they choose to work for you?

A study conducted by LinkedIn showed that while salary and benefits are by far the most appealing elements of a job role, the specifics of the job itself were key in determining whether they were interested in applying or not.

LinkedIn found that Candidates favour performance-based job descriptions rather than skills-based descriptions. In other words, the focus needs to be on making it clear what is expected of a new hire instead.

So, instead of emphasising the skills and experience required for the role, include job goals such as “To play a key role in increasing the company’s share of the market by 10% within the next 12 months.” Then balance this out with what they will get in return – bonus scheme, training and development support, opportunities for career advancement, etc.

Don’t focus on you

In London, there are currently 1,519 businesses per 10,000 adults, with an estimated 1.2 million business in total. While it would be ludicrous to suggest that all 1.2 million will be competing in the same market, many of them will, when it comes to attracting talent.

To raise the appeal of your business as an Employer of choice in the capital means concentrating on your Employer brand. However, a word of caution must prevail – avoid focusing  too much on the business itself.

While it is good to talk about the company, its history and vision for the future, it can and often does distract the reader from the real area of interest to them. This doesn’t mean that they’re uninterested in the background of the company and how it’s transforming the sector it operates inthey’d much rather look at that after deciding if the role in question is a good fit for what they are looking for.

Cultural fit and Employer profile are certainly important to Candidates, but these are often seen as by-products to a great role. This has certainly proven to be the approach that has worked exceptionally well for us over the last 20 years.

So, when it comes to planning for your next hire, to truly engage the with London’s best talent and drive applications, remember to:

• set clear and specific goals for what you expect from the successful Candidate
• focus on the what the role can offer them

There are thousands of Recruitment agencies in London to choose from, yet few can boast having a 20-year track record of continued success in partnering the best talent with the best Employers. Perhaps we can help you with your next hire?

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