In the current UK employment market, its essential employers have a well-oiled recruitment strategy. There are many reasons your recruitment process is falling flat and your ideal hire has chosen your competitor over you. For the modern candidate, there are lots of choices and it’s your job to stand out from the crowd. There are five main factors that come into play when a job seeker doesn’t take your role. Tune your recruitment process with these in mind and have the edge.

Competitive pay/package

In previous employment markets, it was the employers who had the upper hand when hiring top talent. Companies could choose their ideal candidates and not have to pay over the odds to acquire them. With employers chasing a small number of skilled workers, you need more than company reputation to attract talent.

Offer a competitive salary; slightly over the market rate, coupled with an excellent benefits package and a flexible working environment as these are all the attractive qualities of a modern company.

Keep in mind it’s not just about the pay, there are many factors that make a company attractive, benefits like pensions and private healthcare for families. We’ve seen on several occasions candidates that are willing to take a slightly lower salary for these benefits. Think about adding these to your package and see how it can transform your volume and quality of applicants.

Lack of company exposure

Many companies will simply put their job opening on their website and hope the organic traffic to the website will generate applicants for their role. This is a slow process and is purely dependent on your size and the average amount of visitors etc. You need to market it correctly, this could be on job boards via a recruitment agency or social media. Using social media can be the key to access a large market quickly. Putting your role on various platforms can be a cost-effective alternative to using a Recruiter or job board. You can target certain demographics through the content and track who is engaging with your profiles. Analysing how people use social media can be a good vetting process prior to an interview. Social media allows you find out the applicants personality beforehand among other details.

Everyone uses social media but not everyone uses it to its full potential. Implement a social media Recruitment strategy and watch your placements increase and watch your expenditure drop.

Slow recruitment process

Fast turnaround from application to offer is something we always recommend to employers. Whilst making your decision, the candidate is interviewing elsewhere, and the offers will begin to mount up. This can make your chance of hire decrease massively. Strike while the iron’s hot. The candidate’s confidence will be tested due to the longevity of the process and could result in them declining the role. Have around two weeks in mind from application to make sure your chance of acquisition stays at its highest.

Complicated recruitment process

First interview, second interview, technical test, meet the CEO, offer. This is still a system used by many employers. Twenty years ago you had the pick of the candidates, now it’s the applicants in the driving seat. If there are two companies with similar attributes the candidates will choose the company with the easier process. Streamline as much as possible whilst keeping quality at its highest.

Unrealistic expectations

You create a job description and it outlines the perfect candidate but is this realistic in the current market? Have flexibility in mind and it will open your talent pool and give you access to a variety of experiences. Compromise on your essential skills and watch your hire time shorten but be careful and don’t let the quality drop. This slight change could make the difference when you’re looking to hire fast.

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