I’ve lost count of the number of times I’ve heard, "There are no good quality candidates around".
When people say that to me, I generally do three things:
There is no doubt that it’s a job seekers market out there. Job applicants have handfuls of opportunities to mull over, but there are many jobs going unfilled. Volume recruiters regularly over offer to compensate for those that are reneged upon.
It’s not all gloom though.
In order to attract the great candidates who are looking for a move, you just have to be clever, stand out from the rest and, to be honest, work harder to be an employer of choice.
Recruitment marketing is no different from marketing your business. You have to sell your unique employability point. So, to get yourself on the radar of great candidates, set yourself a recruitment marketing budget and spend it on the following:
1. Add a career section; We’re Growing, We’re Hiring! to your website.
Let’s hear from some of your existing keen and motivated employees in a Vox Pops style video (speak to Jovan Maric of Square Daisy) or Case Study (speak to Nicola Macdonald at Attractive Marketing) . At least let’s see some team shots (speak to Melanie Moss) even if it’s just you and the dog.
Also, if you have a product or service that isn’t easy to explain to people, create an ‘explainer video’ so that potential future applicants ‘get you’. (Jovan can help here too.)
2. Attraction doesn’t just start with a job ad.
Don’t wait until you are having sleepless nights about your overwhelming workload. Well in advance of needing extra resources, use local notice boards, school/college newsletters, social media to talk about your brand and values, how you support local charities, what you do for the environment etc.
Offering work shadowing or doing an interactive career workshop at schools and colleges is a great way of engaging young people and a good experience will do wonders for your company image as well as giving you a great opportunity to build relationships with right fit candidates.
Volume recruiters successfully convert many of their summer placement students into full time graduate hires in this way, saving costs on advertising and putting candidates through a recruitment process.
3. Think about parent influencers if you’re hiring school leavers or graduates.
Do your clients have children who might be looking for a holiday job or first employment? Recently, a work colleague of my husband was chatting to him about the fabulous time her daughter was having in her new job with an SME. Our son is now frantically filling in his application to work there too. How about booking a place at a local careers fair where concerned looking parents and young potential employees are found in droves. Freebies are a ‘must have’ here, particularly Jelly Beans, purple highlighters and brightly coloured hand outs (speak to Dick Jones of Jones Creative)
4. Consider starting an apprenticeship programme.
Both school leavers and parents are increasingly interested in alternatives to the university route to a career. You can find out how nTrust are growing their business with apprenticeships in this case study.
5. No dry, dull job adverts and job descriptions please.
We can help you here. This is how we helped nTrust. Make your communications sing out to those job seekers by telling them all the great reasons why they might like to work for you.
Salary alone won’t entice top quality candidates. What else do you offer?
As well as sleep deprivation, being stuck in a cycle of reactionary recruitment to fill gaps also has the associated risk of wrong hires.
Value your sleep and create a marketing magnet for the people you need to grow your business.
If you would like help attracting great candidates, please get in touch by emailing Ali Waters or call on 07971 511 731.