Long gone are the days in which having an online presence, as an employer, are optional. A businesses social media profile and their website are often one of the first touch points for a candidate and first impressions matter! In my last post, I spoke about how quickly online technologies are developing, especially since I completed my Postgraduate Diploma in 2011 and initially drew the following conclusions. “Although the fundamentals of recruitment will remain the same we need to adopt new methods to attract candidates. Employer branding will become more important than ever as we try to attract talent for the future”. Seeing beyond the immediate response One of the biggest frustrations we hear from Hiring Managers is that the ROI (return on investment) against the efforts it takes to keep social media profiles up-to-date with continuous reams of engaging content, is poor at best, within most organisation. Unless you are fortunate enough to have a dedicated marketing team who drive the content for you. Although we recognise you are probably not going to make 5 high level appointments direct from your Twitter feed this is about investing in your employer brand, via YouTube or Facebook, in order to attract for medium to long-term needs. Therefore, your online presence should become part of your recruitment process, enhancing your existing recruitment tools. For example, this time last year we completed a total re-brand at England Associates and re-invested in our content strategy across all our social media profiles. The short-term results were underwhelming. No direct applications and engagement was also less than expected. However, when reviewing the last quarters stats we have seen an 80% increase in direct applications in the last 12 months against the previous year across all sources! Entry interviews for new staff have shown than 100% of our internal hires looked at our website before their first interview and 80% viewed us via at least 1 other social media platform. Passive Talent When trying to entice skilled staff from competitors the salary is often what initially catches candidate’s interest. Although, we all recognise it is often the cultural fit that will retain them for the long-term ! How are you attracting passive candidates? Are you a work-hard-play-hard team who enjoy socialising together? Share pictures of your nights out! Are you more focused on product innovation? Share information on the latest techniques you are using on site. Alternatively, are you both of the above? Posting certain content you feel is appropriate to share on a specific platform. Your online presence and how you are perceived online allows a candidate, passive or otherwise, to make the decision as to whether you are a potential future employer. Next time we will take a look at how job boards are changing the dynamics of recruitment. This post has been written by David Sleeman, any opinions expressed are that of the author, and not necessarily representative of the views held by England Associates.
How attractive are the Leading companies within the FTSE Listing? From my experience, the candidates that I speak to generally have little concern for a company’s FTSE listing. Instead, they are more interested in the culture of a business and the presentment of their potential future manager. If you are a seeking work, look further than the companies that fall within the highest market capitalisation. Explore into the employers history as a business by finding their employee turnover, past employee success and development, business values and other key points that allow you to discover what it would be like to work under them. As an employer, inform potential employees that there is more to you than the station you hold within the FTSE. Express how you treat your current and past employees to provide the culture of your business and show how future employees will be expected to be treated. Build on your business values and understand your industry. From my perspective, recruiting for Commercial Professionals in House Building, it has become very clear that there is a major shortage of Quantity Surveyors and Estimators. The market has become extremely candidate driven with salaries increasing dramatically as a result. It is a tough market if you are a looking to attract new talent, but a great time to start looking if you are a candidate! Adapted from the original post from GenieBelt This post has been written by Daniel Harrington, any opinions expressed are that of the author, and not necessarily representative of the views held by England Associates.
We are delighted to introduce 6 new members to the England Associates team. Click on their names to find out more: Abi Robertson, Alfie Colmer, India James have joined the Training Academy as Apprentices; some of the first people to complete the new NVQ Level 3 of Recruitment Consultancy. Melissa Biro , also an apprentice, is joining our Business Support team. Frankie Skan and Juliette Palmer-Cowell have joined our successful Training Academy, taking part in a 8 week training program for a fast track introduction to recruitment.
Established in 2002 and operating in the construction, engineering, defence and design sectors, the England Associates name has become synonymous for a recruitment solution that offers something different to the industry norm.
We pride our high levels of customer service, sector knowledge and strong network that enables us to offer bespoke solutions that genuinely add value.
We are the number one recruiter of choice for many clients in our chosen sectors and we help support multiple blue chip, private and public organizations whilst offering unique opportunities to our growing network of candidates.
England Associates has a vision to become the recruiter of choice in our chosen sectors by proving that a recruitment firm can genuinely add value to our clients and candidates. The business is determined to be recognised above all others for our quality, service level, accuracy, professionalism, innovation, attention to detail and transparency. These principles must flow through all of our staff by nature. As a Recruitment Consultant you will be at the forefront of client and candidate delivery. Both parties should therefore experience our business principles in every aspect of your service level.