Although itās perhaps not an area youād expect to affect your brand, your recruitment efforts can influence the way people view your business ā for better or worse.
In this video, Steph looks at how recruitment can damage your businessās brand when done incorrectly.
View the blog post mentioned in the video by clicking here: āHow your recruitment practices could be compromising your brandā.
Transcript
Hi there, Iām Steph from Blues Point and today, I want to ask the question āare your recruitment practices compromising your brand?ā
Recruitment can be a real pain for businesses. Everyoneās too busy. They tend to think that recruitment agencies are full of idiots, essentially. Itās something that generally, nobody really wants to get it done.
So quite often we find ourselves asking the question āwhat is the quickest way to get these vacancies filled?ā
And the answer is to send them out to lots of agencies, get them to send as many CVs as possible, and tell them to hurry up.
We donāt really think this is a very good way of doing things.
We have worked like this in the past, against other agencies, and, essentially, you donāt get the best out of them really.
To highlight this, put yourself in the shoes of the best candidate on the market, so the candidate whoās actually right for the role.
They probably get half a dozen calls from half a dozen agencies, all wanting to represent them for the role. The agencies that are calling them are in a terrible hurry, they donāt know anything about the role, they donāt know anything about the company culture.
Itās just a race to submit CVs.
And once thatās done, the candidate usually has a lengthy wait for the interview process to start. By which time, he might be off the market.
So, youāve got to ask yourself, why would he want to come and work for you when this is how your business is being represented in the market place?
So, the candidate drops out, itās taken too long, heās found another job.
You start the process again and go on to repeat every single mistake that you made the first time.
It just sounds like somethingās broken really, but this is a genuine account of how a lot of companies treat recruitment.
And we donāt think thatās the best way to do it really.
So what weād like to do is offer you five tips on how to improve your recruitment processes. And how to make sure that when you actually find the best candidate for the job, they want to come and work for you. And they want to continue working for you as well, which is very important.
Tip #1
So the first tip is: If your recruitment model isnāt working, you need to change it.
So how do you know if itās not working?
If youāre wasting time interviewing candidates that are not right, or not qualified, then itās not working.
If youāre constantly having candidates drop out of the process, perhaps because itās taking too long, itās not working.
And if youāre struggling to retain people when they start in the business, again, itās not working.
Something is going wrong.
These are all consequences of the race to send CV when youāre dealing with multiple agencies. And what we would suggest to you is that you work with one recruitment partner and give them time and space to find the right candidates, rather than the candidates who are just available now.
Tip #2
The second point is: donāt select a recruitment partner based on cost.
Why do you think cheap agencies are cheap? Itās because theyāre not very good, the service is minimal. Theyāre not interested in learning about your business and working in partnership with you.
Again, theyāre just racing to send CVs and hoping for the best.
So thatās a very important tip.
Tip #3
And the third one is to agree a recruitment plan with your recruitment partner at the start of the process.
So this ensures that everyone involved, including the candidate, knows how long the process is going to take, when the interviews are going to be.
And this will help you to ensure that candidates are not dropping out because they know exactly when things are going to happen.
Transparency prevents drop outs.
Tip #4
And the fourth point is to make sure that you got to an extra effort to impress potential candidates.
So when they attend an interview you need to remember that these are the best people on the market. Theyāre going to be attending other interviews as well.
You need to make sure you really impress them with how good your business is. Get to know them, show them where theyāre going to be sitting,Ā introduce them to team members. Really start to make them feel like theyāre part of the team.
And also, remember, even if they donāt get the job it reflects well, when theyāre telling their colleagues, that they had a really good interview experience with you.
And thatās very important for your reputation as well.
Tip #5
And the final point is to make that your onboarding process is just as good as your recruitment process.
So when the candidate joins, remember that new starters can be very vulnerable in their first few weeks. Particularly if their former employer hasnāt managed to replace them yet, theyāre going to be trying to lure them to come back.
Look after them, sit down together, set some goals, and make them a cheerleader for the brand that youāve built.
And thatās really important.
Final Thoughts
So, ultimately, if you want to attract talented individuals, your business needs to be as attractive from the outside as it is from the inside.
Donāt let a sloppy or negligent approach to recruitment ruin your reputation.
So for more advice on this topic you can follow the link below, in the comments.
Thank you very much for watching, have a great day.
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