Recruiting Statistics related to Finding Quality Candidates

 

 

Finding Quality Candidates

I read some recent articles in Glassdoor and Undercover Recruiter about difficulties experienced by organisations employing and hiring in the UK currently, and found some of their stats interesting.

1 | The average cost-per-hire in the UK is £3,000.                                               

 ^{this does not include add on costs such as NI, licences, equipment. training, bonuses etc.}

2 | The average length of the job interview process in the UK is 27.5 days.

3 | 76% of hiring decision-makers say attracting quality candidates is their number one challenge.

4 | 88% of hiring decision makers agree that an informed candidate is a quality candidate.

5 | The top benefits of hiring informed candidates are:

• Better employee retention
• More productive employees
• More engaged employees

6 | 75% of hiring decision-makers say it’s easier to attract top talent when they know of or about your organisation.

7 | Top barriers or challenges hiring decision makers face when recruiting quality candidates:

• Lack of quality of candidates
• Budget constraints
• Trouble competing with compensation and benefits packages at other firms
• Knowing where to advertise jobs to attract the right people
• Attracting millennials.

8 | 76% of hiring decision-makers report a concern or challenge in attracting and hiring passive candidates, as they have grown wary of aggressive contact through networking sites (e.g. LinkedIn) and respond at a much lower rate.

9 | When making a decision on where to apply for a job, 84% of employees/job seekers say the reputation of a company as an employer of choice is important.

So what do we take from this?

Attracting, screening, and hiring the right candidates is no easy feat.

Recruiters who know all about your organisation, your plans, your culture, vision and values, benefits and prospects are going to be more likely to attract candidates that you will want to employ.

What’s more, once an informed and well briefed candidate becomes an employee, they’re more likely to be productive and engaged. It is therefore sensible to work closely with your recruiter to ensure that they are the right one for you and that they have all the information they need to promote your business and to ensure that they are only submitting informed,  high quality applicants.

The right recruiter who is well informed about their market place will be able to help you understand the points of appeal of other employers in your sector so that you can adjust your benefits and employment package to become as attractive as other employers with whom you may be competing for quality candidates.

A good recruiter will be able to tell you why good quality candidates are choosing other businesses over yours.

So if you would like a conversation about how effectively a professional recruiter can attract those quality applicants that you are looking for – please contact us today.

Better People Ltd – 01491 836632 – Jayne Johnson

These statistics are from recent articles found on Glassdoor and Undercover Recruiter so do look there for other useful and interesting recruitment related information and guidance.

 

Attracting Better People for Your Jobs

Attracting Better People to Apply for Your Jobs

 

How many of you have struggled to attract the right people for your business?  Found yourself Interviewing candidates because they were the best of a poor and very disappointing selection of applicants?

This article is about APPLICANT ATTRACTION – THE ART OF attracting good people to apply for your vacancies and making sure that you get the best candidates to apply for your jobs. 

Why Me? I have been in recruitment for 35 years recruiting for my clients here in Oxfordshire Buckinghamshire and Berkshire and in London too, as well as  working hard to source great staff for my own business too.

Let’s start with the “WHY”

 

WHY

WHY do we need to work hard to attract those good candidates?

In our geographical area there is very low unemployment which means that employers are competing for good candidates and usually competing for the same skills sets.

The most recent estimate of Oxford’s unemployment rate is 3.1% for the period up to March 19. This is below the national average of 4.3%. So there are many more jobs than there are people. Which means we do have to work hard to get them to apply for our jobs rather than other company’s jobs.

 

HOW do we attract these great candidates?

If you are looking for people with the right skills AND the right attitude, we have to write really great job adverts.

When you write your advert – You need to be thinking about your recruitment campaign as part of your branding, part of your outward messaging  Are you happy for your job advert to be part of your business’s message to the world ?Is it aligned with your company purpose and values? Does it represent your business in the very best way it could?

When your target candidates look at loads of jobs on- line and search through the job boards, why do they apply for yours? Why would they apply for yours? What is making your job stand out?

That’s what this is all about.

 

How do we write a good job advert?

Job Adverts are exactly that – advertisements designed to attract people to apply – Applicants…  a Job Advert is a marketing tool, with compelling reasons for them to choose your job rather than another job, with a clear call to action – a great positive instruction about what to do next. APPLY for this job now!  Send us your CV now! We can’t wait to hear from you!

Your advert has to describe the job using simple clear language and it usually best not to use specialist jargon and acronyms as that will deter a lot of people.

Your advert needs to say as many positive things about your business as possible. It needs to send out a positive message about what a great work place you have.  It definitely needs to be truthful and accurately represent what you are looking for of course.

 

You may feel that you don’t have much to offer in terms of benefits or extras to make your organisation and your job more attractive… perhaps you do though. Perhaps you have Free parking – a huge benefit in this area. You might be able to offer slightly flexible working with staggered start and finish times, work from home options, discounts or bonuses or rewards, offer a cycle to work scheme, perhaps you have won an award, are you Investors in People or do you have  some other similar accreditation? Perhaps you pay for people to do an exam and gain a qualification.  Perhaps you have a CSR policy to be proud of? Offer a volunteer day? Perhaps your staff retention is amazing..… all of this needs can be included in your advert.

Make your website interesting to prospective employees. What do potential candidates see When they look at your website? Do they see photos of people smiling?  Do they see any information about “working for us”? Do they see photos of people enjoying their work? Do they see team members winning awards or being recognised for an outstanding achievement? Does it say anything about what you offer your employees?  Or do they just see pages and pages of widgets, descriptions of your services and price lists and some very boring dry Job Descriptions on your Careers Page…?

It is proven that Millennials consider more than money when they are choosing which companies to apply to.

So back to HOW we do it – We have to put together a short, concise really attractive, compelling advert cta. Use words carefully, demonstrate flexibility, talk about things you are proud of great customer feedback, the opportunities for learning and progression.   Talk about how you are growing  –  mention how the right attitude will be considered above specific skills.   Describe the job, of course but just give a top line “ job purpose outline” then a short list of “ Ideal candidates will be:” You want to attract as many as possible so that you can choose the ones that you want to interview from a really big bunch!

Your advert has to represent the job purpose accurately -whatever the main job function or job purpose should be clearly understood from your advert.

Of course, you need to make sure that your advert is not discriminating in any way – has it been written with a bias towards either men or women? Towards older or younger applicants?  This is illegal of course! As is discrimination towards any of the protected characteristics.

Yes, do include everything I have mentioned, but  keep in mind where most of us do everything these days –  is on our smart phones, on the move and that includes job applications. We are all usually logged into lots of different apps at the same time, keeping track of Whatsapp messages, looking at Facebook, checking out John Lewis sale in my case, Googling directions AND looking for a new job!  So, we do need to think about how that should affect our online content creation and that includes job adverts.

Someone said to me recently that when we write content, because of the way we all access that content today, that content needs to be written to target the reading age of a 9 year old !  

Important note here is to react quickly to applicants – they will be snapped up by other employers if you don’t!

 

WHERE TO ADVERTISE

I speak to firms who tell me that they have been advertising for their job for ages with no response. When I ask them how they have been doing this they say – “well we put the job description on our website months ago and have had no response at all.…” It is no surprise that hasn’t worked. It’s a bit like me putting a job description   on my front door…..as far as I am aware, my postman and my Amazon delivery man are not looking for new jobs!  You see the point – candidates are not going to randomly choose to look on your website for a job unless they have been directed there or specifically want to work for you.

As any marketing people will tell you – you need to go where your target audience are hanging out – You need to advertise on the online job boards – national job boards such as Reed, Totaljobs, CV library and Indeed. – Average cost of about £120 per advert except Indeed and they have a Free option.  So that’s another reason to make your advert work – you want to get your moneys’ worth!

Look on the job boards like Reed, Totaljobs and CV Library and see what other peoples’ adverts look like and which ones you would like to apply for. Which one’s appeal to you?  Which businesses look like great places to work? What do they tell you about the business who is recruiting? Great place to work or just another job?  Which ones sound dry and dull?  Don’t copy those dull ones!
Social media is useful too – get into the groups where those people are hanging out… get your advert in front of them.

Choose where and which platforms to focus on – which social media platform is going to work best? We focus our adverts in certain Facebook groups because we know the demographic of those Facebook groups and who we are going to attract.  We wouldn’t necessarily concentrate on Facebook to attract a £70k Mergers and Acquisitions specialist. That would definitely be a Linkedin focus. Although all our ads go on all 3 – Facebook, Linkedin and Twitter and then we put together specific applicant attraction campaigns according to the job.

The majority of our candidates come to us from job board adverts even though we have our own dedicated recruitment website, we still only get less than 2% of our new applicants from there.

 

So we have covered the Why and the How and some Where as well. I hope this helps to highlight, why we have to work hard to ATTRACT Applicants to apply for our jobs, what we have to do to make our jobs appealing and stand out and how quickly we need to react to people  once they apply.

It only remains for me to wish you luck with attracting the very best candidates for your business. If there is any part of this process that you would like to talk about or learn more about, then please do contact me. email me jaynej@betterpeopleltd.co.uk or call me on 01491 836632 or 07748402587

Retention of Staff – What to do to keep…

 

Got a New Employee ?

How Are you Going to Keep Them with You?  To retain them?

How are you Planning their Onboarding. Induction and Probation?

As a recruiter who specialises in recruitment for growing business I talk to business owners about the whole recruitment process, from the job description through to what they will be doing to keep their employees once we find them that ideal person. I often hear them say that they do not have “onboarding”, probation or induction processes.

Retention 

They don’t  realise that they need to take responsibility for the retention of their staff – that what they do with them once they are onboard will affect whether they stay and their ongoing performance and productivity.  Often, no thought is given as to how to get the best out of the individual they are hiring and how to keep them in the business once they have hired them – the retention part of the recruitment process.

Why Consider This?

Sometimes companies may  have had a bad experience recruiting in the past. Often, they are really worried about the “whole recruitment thing”.  Maybe they haven’t managed people before.

“You take people on, you spend a fortune with a recruitment agency and then they leave” and yet when you ask why people leave, they are often unable to tell you specifically. Or , they will tell you vaguely, that the candidate didn’t fit in, didn’t grasp what was expected of them and will admit that they didn’t and still don’t have a process for training and onboarding.

If you are all  working within a specific framework that all parties understand and that has been clearly outlined in writing to the new starter, you will find it so much easier to manage the process and avoid conflict and confrontation.

Replicate the Process as you Grow

Of course once you have this process in place – it is the same for all new recruits to your business – you follow the same process template for your onboarding.

Don’t Miss a Meeting

Never miss a review meeting, always give them at least one weeks’ notice of the meeting and communicate clearly in writing the purpose of the meeting and you will find it much easier. You should prepare for the meeting too. If you have any issues or concerns about how they are doing their work- you need to do that in the meeting.

I like to think of your new recruit as a lovely lush plant all ready to be dug in to your garden display. If you give no thought to where you put it, or what you put it next to, or what direction it is facing, and then you don’t water it ,there is of course a chance that it will grow somehow. There is also a fair chance that it will die immediately or be OK for a little while and then it will wither and die.

So, when you are planning your next recruitment campaign do take time to fully consider the post hire, retention piece of the campaign.

Make a plan

• What is their probation period?
  What level are they required to achieve for them to be confirmed in their role?
• How are you going to communicate these points to the new hire? In their offer letter/contract? In their first Induction meeting?
• Who is going to have their Induction/Probation meetings with them and to what format?
• Who is going to train them? On what? Which software or internal process or standards do they need to know?
• How do they know what your company standards are?
• Do they know what to do if they don’t understand something or have a problem? Who do they go to?
• Do they know what kind of culture you want in your business?

Having those performance review/probation review meetings with your new employee, lets you know how your new recruit is getting on, what training needs they have, and if they are fitting in generally.

Benefits of the Review Meetings

Something we can overlook is the value of what a new employee has to say about us and our business. The questions they ask their reviewing manager, can offer a different perspective of what we do every day. Done correctly and in the right way these conversations encourage our staff to comment and contribute, they help us embed the values and culture of our business, which in turn will help to make our employees feel valued and involved in the way the business is run. Which means of course that they will stay with us longer and are more productive.

If you feel unclear or worried about all of this part, don’t worry – you are not alone and it isn’t actually difficult once you break it down.  You can follow the above plan, research if for yourself on line and of course an experienced recruiter or HR consultant will be able to help you with this.

By the way, when you are choosing which recruiter to work with – ask them about this post hire and retention part of the process, and if they don’t seem able or interested in supporting you with this – I would suggest you look elsewhere! Someone you are paying for recruitment services will want your new employee to stay with you. Their reputation depends on it!

In Summary

Thinking about and planning for retention is essential. If we spend money on a luxury item, that is not like anything we have had before, it would be much better to work out , before we buy it,  what we need to do to take care of it, to get the most out of it and how to keep it running at optimum level…… wouldn’t it?

Recruitment isn’t just about the candidate accepting your offer of employment after all. Talk to your recruiter about the whole recruitment story – not just about sending you CVs.