Running a successful recruitment campaign

  • techUK techUK
    Tuesday16Jun 2020
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    Guest blog: A guideline on how companies can create a valuable job offer to attract the best talent to your organisation.

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Running a successful recruitment campaign - Guest blog

With the current COVID-19 Pandemic and the general uncertainty that business’ face, recruitment will for many, be on hold. Equally, employees will continue to stay with their organisations where perhaps ordinarily, they may have explored external opportunities with other organisations.

When the job market resumes, business’ will be fighting to secure the best candidate and candidates will want to seek out the best employers. So now is the perfect time to review your organisation’s recruitment practices so that when the time comes, you can not only compete for the best candidate but be in position to offer a candidate experience that will entice people to come and work for you.

Employee Value Proposition (EVP)

Before considering the finer detail of a recruitment process it is worth considering what your organisation’s Employee Value Proposition is (EVP). An EVP is the unique set of benefits that an employee receives in return for the skills, capabilities and experiences they bring to the organisation. The ability to accurately define your own organisations’ EVP can enable you to effectively attract the best talent but also help you to retain the best.

Recruitment is just one important aspect of EVP. An effective recruitment process that clearly aligns to the organisation’s vision and values will help the company to stand out from its competitors. By communicating your organisation’s EVP throughout the recruitment process means you seek out the best candidates and talent.

EVP is a selling point and when there is a competitive labour market you want to do as much as you can to stand out. Here are just some ways in which you can translate your EVP through your recruitment processes to get the best:

  • Telling your full employer brand story – your origins, vision, goals. This could be perhaps in any marketing materials you publish to applicants, or information contained on your webpage, or you share your story during the selection process
  • Understand why your organisation is unique and then share this
  • Showcase why your organisation is a great place to work such as through your website and social media
  • Showing your work by giving candidates a real view of how creative, interesting, or meaningful your work is, as this can resonate with the right candidate
  • Have a salary and rewards package that is competitive

Defining the role

Before starting any recruitment campaign, it is also important to review and update the job description and person specification to ensure it remains fit for purpose. If the role is a new post be sure to create a job description and person specification.

The job description is an important tool not just for recruitment, but for the employment relationship moving forward. It provides a useful picture of the job for the potential employee helping them to understand what is required but also, once employed it is key tool for a line manager to assess performance against.

The person specification defines the skills, experiences and attributes needed to do the job allowing you to define what is essential and what is desirable. Ensure that your requirements are not unlawfully discriminatory.

Finally, before going to market, consider whether the role can support a more flexible approach to working, as this can open the labour market increasing your ability to access talent.

Writing the job advert

When recruiting, your job advert is your first chance to attract talented individuals to your roles. This is the first impression that candidates will get of your organisation. Spending time and effort on your advert can be extremely beneficial saving you time and money in the long run. Getting it wrong could end up with irrelevant applicants, or worse still, none!

It is important to follow a basic structure so that you have a clear layout and include only the most relevant information. You should include:

  • Job title
  • Salary
  • Location
  • Introduction to your business
  • Role and Responsibilities
  • Key requirements (qualifications and skills)

To ensure an aligned recruitment process and securing the best talent for your vacancy, the job advert should be drawn up using the job description and person specification.

For further guidance on the following read the full article by HR Solutions at www.hrsolutions-uk.com/successful-recruitment-campaign.

  • Attracting candidates
  • Candidate engagement
  • How do you select
  • Line manager training
  • The offer
  • Pre-employment checks
  • Onboarding.

Further HR Guidance

Webinar Recording: for tips on how to improve your candidate experience watch the recently recorded webinar “The Importance of the Candidate Experience”.

HR Knowledge Base: as part of your techUK membership you can get access to the HR Knowledge Base, which is the go-to resource for thousands of business owners and managers across the UK. The HR Knowledge Base includes HR documents, templates, legal updates, news and hot topic articles as well as access to free webinars and HR seminars. To find out more call 0844 324 5840 or visit www.hrsolutions-uk.com/registrations/.

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