A guest blog this time from our Creative Director, Phil Heaton and a topical one. Phil has designed most of our top end sites and worked with our leading clients to define their brands and the messages they offer to clients and candidates. He knows recruiting.
Phil asks: “Brecruitment. How will Brexit affect recruitment?”
James Caan says Brexit’s hurting. Hiring decisions are on hold and all his recruitment firms are suffering.
Is this the end of Britain’s ‘Jobs Miracle’? Or will a more can-do attitude carry the day?
Here at Reverse Delta we’ve been supporting the growth of recruitment businesses since 2003. Together we weathered the bad times of 2008-12 and many of our early clients have gone from strength to strength. Some are now on their second or third generation of recruitment websites with us.
It’s no great insight that in times of uncertainty the permanent market seizes up, with all the action in temp and contract placements. More useful: how to make the most of this?
What definitely won’t change is that employer’s staffing demands will be increasingly fluid and eleventh hour.
Finding and placing better quality candidates, more quickly, more effectively and more efficiently is the key to success. Being able to rapidly fill, filter and deploy a better talent pool means using web-based technology in four vital ways:
1. Attract talent
Smarter jobs marketing. And reputation marketing too. As Google gets ever more ‘human’ with its algorithm – and web channels increasingly fragment – SEO tinkering yields dwindling returns. As do Jobs Boards; why pay out to boost their talent pool?
By leveraging technology you can implement a more holistic and smarter jobs and content marketing strategy – to quickly enhance YOUR talent pool and YOUR reputation.
2. Engage talent
Being attractive is one thing – being really engaging is something else. Your website has less than 3 seconds to make a winning first impression – anywhere, on any device. Cut to the chase quickly with relevant content (guess what, jobs mostly) that is easily found, smartly presented and gives a flavour of why you’re better.
In short, your website has less than 3 seconds to answer the question: “Are they best for me?”
3. Convert talent to candidates
You’ve shown them yours, now you need to know about them. Your website needs to work hard at this so you don’t have to. It should be encouraging interaction to build and update as complete a candidate profile as possible – in a friendly, easy, inviting way – and getting that information into your database pronto.
The less time you need to spend on resourcing, the more you can profit from recruiting.
4. Retain the relationship
We’re big on candidate retention. Keeping your talent pool close and exclusive is a no-brainer. But how many people in yours haven’t heard from you or been in touch in months? Years?
It can be a fine line between staying in touch and stalking, but using tech right means you can keep being friendly in a meaningful, helpful and mutually rewarding manner.
We know the UK’s recruitment sector. And we believe it can make a go of Brexit – not that it Caan’t.