You’ve wrote the job advertisement and you’ve posted it on all your company channels and multiple job websites. The ad has been up for months, but only a handful of people have applied, and the ones that have are just not right for the job. So how can you build a great recruitment strategy to attract the best candidates to come and work for your company?
Finding the perfect candidate is like finding a needle in a haystack and it helps if you have technology that can sift through the hay. Recruitment technology can aggregate job seeker’s information from multiple sources such as LinkedIn, Indeed and Google. Additionally, recruitment software can pick out buzzwords that you would look for in candidate’s application (helpful if you’re on a tight schedule and drowning in CVs). If you need more of a human touch to your recruitment process, then alternatively you could outsource the tasks to another company (like us, we’ll even conduct interviews for you as well!).
Continuously evaluate your recruitment process for bias
Bias whether unconscious or not, plays a huge factor in who gets hired. A 2019 study by The University of Oxford, found that 24% of applicants of white British origin received a positive response from employers compared to just 15% of minority ethnic applicants1. Gender bias is also still occurring in candidate processing and is especially prevalent in industries such as STEM which are thought to be better suited to masculine careers.
Ways to combat recruitment bias include:
- Blind recruitment- removing the candidate’s name and any other identifying factors/protected characteristics from applications.
- Diverse recruitment panel- a panel with a range of different people from your organisation allows for a variety of inputs and viewpoints and is beneficial to both the candidate and company.
- Language decoder- word choices in job adverts have a huge effect on who will apply for the job, masculine sounding words like “competitive” can lead to less women applying and vice versa.
No recruitment process is perfect, but regularly reviewing yours, from writing the job advert to final interviews can significantly reduce any biases that may occur.
Advertise what makes your company a great place to work.
TopCV surveyed 1,056 job seekers, and found 3 things they wished their employer would consider implementing:
- A 4 day working week
- Higher commitment to equality, diversity and inclusion (EDI)
- Increased support with their mental well-being 2
Additionally, research found that 46% of job seekers said that workplace culture is an important deciding factor when looking for a new job3.
If it is feasible for your company to offer some of these benefits, then do it! A 4 day working week for most companies is a big changed however, many companies in the UK are trialing it. Investing in your employees ensures your company is a great place to work and will make it look far more appealing to the talent you want to attract and retain.
If you need help creating your recruitment strategy or would like us to assess and improve your current one, get in touch now.