Why your recruitment strategy should align with the overall business strategy.

 
(2 minute read)

Successful business operations don’t occur in silos, talent acquisition should not be an exception to this rule. Time and time again we hear the old adage, “a business is only as good as its people” and it rings truer today than ever before in an uncertain time with an exponential rate of change in the world of work and world at large. In a time where the future is unclear, it is exceedingly important that we begin sowing the seeds for future growth and building talent pipelines for the future. This is why our talent acquisition teams need a seat at the table, keeping them in the know on what the business goals are, to plan accordingly and provide solutions to build workplaces of the future. 

Don’t be reactive – be proactive.

The future of hiring is candidate, mobile and technology driven.

(2.5 minute read)

Technology is the way of life for practically everyone in every industry. The field of recruitment is no different. The impact of technology and data is becoming more pronounced, enhancing the hiring experience for both candidates and hiring teams, which in turn has led to really high expectations from job seekers, who want a fast, straightforward application process.

A recent study showed that 82% of employees expect employers to provide a clear timeline for the hiring process as well as keep them updated throughout the process when they apply for a job, and approximately 43% have applied for a position via a mobile device. We have to think candidate and mobile first if we want to keep up and attract the best talent.

So which technology trends are taking recruitment processes to the next level?

 

The benefits of social media background checks

 

Candidate “background checks” can mean something different in every organisation. For some, it’s the usual credit and criminal history, phoning a reference, skill tests and/or checking that the qualifications are legit. In the new age of digital everything, this concept has become even more opaque, with hiring managers adding social media to the mix.

Some feel that hiring decisions shouldn’t hinge on this method alone, and we’re inclined to agree. But looking into a candidate’s social media profiles can provide valuable insight into who they really are as a person and not just as a candidate. Likewise, it can also pull up any red flags that you may have missed. Think about it, when we go for an interview, we put our best foot forward; it’s essentially a personal brand sales pitch.

Here are some of the benefits of using social media in the screening process:

Four things our favourite clients do that impact time-to-hire (some bunny loves you!)

(2.5 minute read)

Maria Meiring, Managing Partner

This is one of those magical conversations that happen over the water cooler and goes far beyond the usual office chatter. There are certain things that our clients frequently do (and we love them for it) that make our role in the partnership exponentially easier while impacting the time-to-hire. When you think about it, everybody wins. We can work much faster, your critical roles are filled quicker, and the ripple effect of the benefits can be felt all the way to your bottom line.

These may seem like simple moves, but the reward is worth it let me tell you! These may not work in every business but are worth considering when briefing consultants on your needs. Here are some helpful recruitment moves that aid your consultant:

1. Timing is everything.

Land niche candidates with a personalised approach.

 
(2 minute read)

“I want to feel like I am just another number,” said no job seeker ever. Top Talent have their options laid out for them on a silver platter for the most part, so finding innovative and personalised ways to recruit them is increasingly important. In fact, the entire recruitment landscape is evolving and with global talent shortages affecting businesses all over the world, we have to do things differently to really stand out from the competition and attract the best of the best. 

Have you ever looked up a candidate’s background before extending a job offer? The modern candidate is doing the same when considering an offer from you. Did you know that 75% of candidates research you before even applying and 69% of candidates would not accept an offer from a company with a bad reputation, even if they wouldn’t have a job to fall back on?

Making the case for a solid recruitment budget (it’s easier than you think)

 

(2 minute read)

The days of the spray and pray recruitment strategy are long over!

Research has proven that the best quality candidates are produced through two recruitment sources; the company’s internal referral system and the use of specialist recruitment agencies. Surprisingly 85% of companies will first attempt to source candidates externally before approaching an agency. The reason given? “We don’t have enough of a recruitment budget”.

Posting on job boards and hoping for the right candidates just doesn’t cut it in this current market. Make the case to increase your recruitment budget with these top tips:

Identify your company’s strategic goals and highlight the ways your budget aligns with these. Think ‘how will this increased budget solve business problems’ (and remember not to think from purely a recruitment perspective).

Engage your employees in 2019 with these top tips

 

(2.5 minute read)

As we all return from the holidays refreshed and ready to take on the year ahead, this hot topic should be on our agenda for 2019.

First off, we need to make the distinction between employee engagement and job satisfaction – they are not the same thing. Some employees might feel satisfied by just keeping their head down and collecting that paycheck.

Engaged employees are more productive, creative, better communicators and brand advocates. Incorporating a culture of employee engagement can, not only help employees connect with one another, but it can also help create an environment in which innovation and ideas thrive.

Your employee engagement levels have an impact on your bottom line and your employer branding. If done right, you’ll find your turnover will improve. Now, it’s not something that can be forced; it needs to be ingrained in each individual within the business, from the ground up.

 

Here are some tips for improving yours (your employer brand will thank you):

 

Employer Branding 101: Why should I work for you?

(2.5 minute read)

We use marketing to attract customers, we use employer branding to attract talent. Whether or not you actively manage your employer brand, you already have one. This concept is not new; however, its importance is often overlooked.

What is an employer brand and why does it matter?

“69% of active job seekers are likely to apply to a job if the employer actively manages its employer brand.” – Glassdoor

It is your clearly defined value proposition from the candidate’s viewpoint. It tells your target talent “this is the company I want to work for” over the other companies courting them. It’s intangible and a powerful recruitment strategy tool. Your employer brand should highlight the kind of employment experience candidates will have at your organisation and development opportunities available which ensures that the people you attract will thrive in your culture.

Four reasons to recruit new hires over the holidays

 
(2 minute read)

As the holiday season approaches, recruiting slows for many organisations. What many decision makers don’t realise is that slowing recruiting efforts during this period could be a huge missed opportunity. We’re not talking about large scale recruiting efforts. This is the perfect time of year to focus on targeted recruitment for the top performers who usually don’t have time to respond to offers or calls timeously at other times of the year.

Why hire now?

1. Many companies start with their aggressive hiring plans come January. A stream of new job postings is almost certain at the start of the year as well as a lot of competition for top talent, so getting ahead of the curve can give you a competitive advantage.

Have you thought about hiring outside your industry?

(2 minute read)

If you are like most businesses out there, you haven’t considered looking outside your own industry for top talent. You set hiring parameters that lead to the same talent pool of carbon copies often working for your direct competitors, and sometimes end up paying above market value to get a candidate on board because of his/her proven track record in the same field. In the war for talent, considering a top candidate from another field may just be the competitive advantage your organisation needs.

Why hire outsiders?

Candidates from a different industry can be a source of innovation and a fresh set of eyes bringing with them a new perspective. They can also be more cost effective, and bring renewed energy to their work, as the field is shiny and new, so they won’t find themselves stuck in the same old ways of thinking. Including atypical candidates in your search can also shorten your time to hire, widening your talent pool.

What to look for: