How are you communicating with your ideal candidates?
Remember, you’re needing to sell ethos and culture to attract those candidates, so really think about what they need to hear.
Actions:
- Ask a friend to read your Careers page.
- How easy is your Careers page to find on your site?
- Does the language reflect your organisation?
- What quick changes can you make tomorrow?
What does your recruitment process look like?
When was the last time you checked in on your recruitment process?! We set things up, we get busy and we forget that time and trends have moved on! Today’s candidates expect status updates and insights that they can action to better themselves.
Action
Before starting your next hiring process, make sure you have a template for the following emails:
- Thanks for applying
- Invitation for next step
- Rejection
- Just-checking-in-and-giving-you-a-status-report
Keep your talent pool warm and ready to activate
Don’t wait until there’s a vacancy to fill - even with a three-month notice period you’ll still be playing catch-up.
Building a talent pipeline is a horrible phrase but a sensible strategy!
Action
- Make a list of the different clusters of roles you hire for. Note down where your best talent in each cluster came from.
- interests
- drivers
- characteristics
Don't limit yourself to education and experience, rather focus on so-called 'soft skills':
Make sure your attraction efforts target that talent pool.
And ask yourself: how can you actively increase your pool without spending huge amounts on agencies and recruiters?
Recruiters who work with Alva know that we partner with them to create a seamless experience; candidates receive feedback from the moment they submit their tests, and can use those insights to help them on their job search.
The result?
Candidates say that they LOVE our tests, and that reflects well on the recruiting organization!
