It’s time to put your people at the heart of your talent strategy

It’s time to put your people at the heart of your talent strategy

We’re in an extraordinary position right now; it’s been months since we last saw all our employees in a room together and the world around us is changing day by day. As business leaders, we’re starting to realise that it is the people who have adapted to change, worked tirelessly and even made sacrifices that have helped business continuity despite the craziness around us. Plus, as CEO of Airbnb Brian Chesky put so well “when all of this comes to an end people will yearn for something that feels like it’s been taken away from them — human connection.”

People are the driving force behind any business. If the Coronavirus crisis has taught us anything it’s that companies in all industries need to put as much time, effort and dedication into their people-strategy as their digital transformation or innovation strategy; as without the right talent, a business cannot thrive.

As many businesses are preparing to return to work and embrace the changing face of their market, the competition for attracting the best talent will be even more intense. Enterprises realise the value in technical, digital and transferable skills. Organisations lucky enough to recruit will be pulling out all the stops to attract the best and brightest individuals to their workforce to help them grow and evolve. Businesses are at risk of losing their most talented and capable employees to higher wages, better progression, job security and a more attractive company culture; but in the aftermath of a pandemic can you afford for this to happen to you?

When it comes to creating a people-strategy which is truly future-proof post-COVID-19, you must ensure that your existing employees are at the heart. Great organisations treat their staff as an asset rather than an expense; understanding the value of investing in the future of their people. 

The secret is to add value today while planning for tomorrow, and here are just a few ways you can do that:

Align your vision

Defining and aligning your company vision post-Covid19 will help to increase employee loyalty and attract new talent as your business enters the new normal. HR leaders across the globe agree that employees crave a sense of purpose in their work; now is the perfect time to give them one.

Working as a team and collaborating to recover from crisis begins with having clearly defined goals and values that all members of staff can help to achieve. Employees that feel they have a sense of purpose perform better; they’re more likely to rise to senior levels, stay longer and become advocates for your workplace. Mainly because they believe in what they’re working for. Having a purpose will help you to attract and retain like-minded people, as well as stay relevant in a highly competitive post-crisis talent market. 

Appeal to all

Companies must not put all of their focus on one generation. It’s obvious that Millennials and Gen Z are the future of the workforce and have digital skills that will be useful as your business adapts. Still, your existing staff will have skills and knowledge that is invaluable to you and your company. Therefore, it’s imperative that you don’t lose them in the hunt for new talent. Make sure your benefits packages and offerings appeal to everyone while also promoting a culture of inspiration and collaboration; giving everyone a voice. Employees want to feel like their voice is being heard no matter what age, race or gender and no matter how long they’ve been at the business. 

Diversity has a massive impact on a business as varying viewpoints, ideas and goals will help you to see things from additional perspectives. Plus, a diverse workspace attracts more diverse talent, it’s a never-ending cycle that will help you stand the test of time when it’s back to business as usual.

Plan for the future

Any talent-strategy should involve talent mapping to some degree, but when coming out of a crisis, it’s even more crucial. You must analyse the people in your organisation and what your business hopes to achieve within the next few years to understand how you will get there. The market may be uncertain, but a clear plan and vision will guide you through. 

Talent mapping will allow you to identify skills gaps, work out your managers of tomorrow and spend time training and upskilling employees. All of this will provide opportunities for your existing employees to learn and advance, helping them to see a future with you and improving your employee value proposition.

Talent Mapping will also reduce risk if key members of staff do decide to move on, as junior members won’t feel overwhelmed with work suddenly. Employers need to understand that life after COVID-19 will be strange and will impact mental health, so employees must be prepared for inevitable change and feel comfortable stepping up to the challenge. However, don’t always go for like replacements. With tech advancements, the workplace landscape is always changing, and it’s likely we’ll never return to our familiar ways of working again; staff leaving may provide an opportunity to do things differently and evolve your business. 

Provide opportunities

With the uncertainty that the past few months has given us, employees want to see clear progression opportunities in their work more than ever. From learning a new skill to help in a changing world, gaining a qualification, a potential promotion or even learning more about another area of the business; providing your workforce with the opportunity to grow and learn will encourage them to stay with you long-term after coronavirus. Not only does it show you care about their future and value them as part of your business, but if they’re happy at work and have the promise of progression the temptation from another organisation will be much less. 

Be more flexible

After the coronavirus crisis left most of us all working remotely, we can’t expect to go back to the same rigid office hours. Employees have shown they can adapt to working at home and in many cases have proven it has minimal effects on productivity. They want to feel more in control of their working day and ensure their work can, when needed, fit around their daily life. This doesn’t mean you should let employees dictate when, where and how they will work but providing part-time contracts for parents, the opportunity to work from home if needed or allowing flexible hours to make time for medical appointments will work in your favour. Understanding and flexing around the implications of commitments like family life or caregiving will portray you as a conscientious employer and will mean employees are motivated to stay with you.

Hire leaders you’re proud of

A line manager relationship is the most vital relationship to an employee as it’s the individual they’re supposed to talk to about issues and trust with making their career both successful and enjoyable. In the up and coming months, employees will need more guidance, support and empathy than ever before as we’re still coming to terms with a different way of life and are surrounded by uncertainty. Having inspirational leaders that are easy to talk to and negotiate with will vastly improve your company culture. A line-manager who is perceived as a bully or makes staff feel uncomfortable is almost guaranteed to lose you employees, especially in times of crisis. Make sure all your managers uphold company values, are regularly checking on their team and are the type of person you want representing your business. Run regular training for your management teams to make sure values are upheld and remember a happy workforce will funnel down from the top.

Be kind!

As an employer, a little bit of kindness can go a long way in the eyes of your employees. We’ve seen so many examples of employers treating their staff both well and appallingly throughout the coronavirus crisis, which shows the importance of a kind attitude. Just because we’re back to business as usual, it doesn’t mean this will go away.

Simple gestures like recognition of a job well done, small gifts and bonuses or an extra day off for a birthday are just some examples of employers going the extra mile for their employee’s welfare. 69% of employees say they’d work harder if they were better appreciated; so, some small gestures of gratitude could result in a thriving and productive workforce. It’s a win-win! Remember, your employees are humans and not machines, they have emotions, so a bit of good old-fashioned kindness will always be appreciated, especially in these overwhelming times!

Making a few small changes to your company culture in the wake of COVID-19 could help you to retain employees despite temptation from outside organisations. From kind gestures to exciting opportunities, treating employees right will lay the foundation for your employer brand and encourage retention.

Business will never be the same again, and as we realise the value in our staff and personal relationships, it’s time to put your people at the centre. Remember, today’s employees want clear career-paths, more flexibility and to be treated like human beings; put these things into play and your talent will be far more likely to stay with you and help you grow in a post-COVID world.

What Can You Learn From Talking To Your Talent Pool?

Building a talent pool, particularly during times where you’re unable to recruit, has countless advantages to your business. It can help you to find top talent, reduce recruitment costs and even speed up the time to hire when roles become available.

Building a talent pool of head-hunted candidates, referred candidates, direct applicants and individuals who have shown interest in working for you can change your recruitment process significantly. By having top candidates at your fingertips, you can improve the quality of hires, and find individuals that will help give your business a competitive edge with the skills and knowledge to help you succeed.

However, there is one advantage of talent pools that is often overlooked.

Without rushing to hire and fill vacancies, you can build a strong relationship with candidates. They can take the time to truly understand your business, what makes it unique and what makes you a great employer; building their dedication and loyalty to you before they’re even offered employment. But, by engaging in conversations with candidates, your recruiters or HR team will also learn a huge amount from them. The insider knowledge that your talent pool can provide could be the secret to business success in a post-coronavirus world and help you become an employer of choice for top talent.

So, what exactly can you learn from your talent pool, and how can you use it to your advantage?

Insider knowledge of competitors

 

It’s likely that your potential candidates are currently working for businesses similar to yours, and even for your biggest competitors. By engaging these individuals in conversation, you can gain an insight into competing businesses from a source that knows them inside and out. You can get an understanding of their business structure; how teams are managed and how many people make up the teams as well as the specific job roles and salaries that are on offer.

Understanding how the competition works will help you to plan for your own business. Whether you’re planning to expand, introduce new departments and services or looking for a more effective way of working, recognising how your competition works will give you an advantage. Knowing job titles and functionalities will help you to craft better job descriptions that can attract relevant talent. Your roles will be easy to search for and match candidate expectations creating a better candidate experience.

It can also help you to organise your workforce structurally and gain a better idea of when individuals are ready to progress. Plus, knowing the standard salary for your industry will help you to offer competitive compensation to the best talent.

Industry knowledge and feelings

The people you are thinking of hiring are, more often than not, the real experts in your industry. They understand the ins and outs of working in a business such as yours and can see the industry from a worker’s perspective. Rather than HR experts or seniors, these individuals carry out the work every day and know the industry like no one else. Use them to gain a better understanding of how workers truly feel, why they want to work in your industry and what they don’t like. Understanding the attitudes of workers will help you to refine your employee value proposition as you’ll appreciate any industry-specific needs and requirements. Using their insider knowledge, you may even be able to gain an understanding of any adjustments you need to make to keep up with the changing face of your market and any skills you should be looking out for when hiring or planning for expansion.

Culture and benefits 

Asking potential candidates about the culture of their current workplace will provide valuable insight that will help you to attract new candidates. You will never truly understand a company culture until you work there; after all, anyone can claim they’re relaxed and flexible. Knowing what candidates like about their current working environment and what they don’t will help you to create an appealing company culture yourself and enhance your employee value proposition.

 It could be that candidates are leaving their current job because of issues around culture such as; flexible working, they want a more social working environment or even have problems being micromanaged. If you can identify the points that are driving people to leave their jobs, as an employer, you can ensure that your company culture and working environment does the opposite. This will position you as a great place to work in contrast to others in your industry.

External perceptions of the business

One of the most valuable pieces of insight you can gain from your talent pool is how external sources see your business. If you can understand how your business is seen by potential candidates and even the general public, you’ll be able to identify necessary changes that will improve your reputation and help you to become an employer of choice.

If people have a negative perception of your business, you need to know why. This knowledge will help you to transform opinions through recruitment marketing campaigns and refining your employer brand. Similarly, if people have a positive view of the business, you can emphasise these qualities to reach a broader market through a tailored recruitment marketing campaign.

Having recruiters build a relationship with candidates and gain honest insights from them will encourage more reliable results than asking current employees who won’t want to offend. Honest opinions that truly reflect public perceptions of you will be the only way to improve your reputation as an employer.

What you can offer that other employers can’t

Talking to your talent pool will also help you to understand what’s unique about your business and what makes you a viable choice as an employer. You may offer certain benefits or flexible working options that you didn’t realise made you unique in your industry and an attractive proposition to potential candidates. Things that you may see as standard within your company could help to set you apart from the competition when it comes to attracting top talent, so don’t take your benefits and quirks for granted.

If you find a sweet spot and decide you can offer something unique to future employees, make sure you’re vocal about it. If you’re offering extended parental leave, wellbeing programmes or tuition reimbursement (to name but a few), letting potential candidates know could be the deciding factor in whether they apply for a job with you or not. Shouting about your unique offerings could determine whether you beat competitors in the war for the best talent.

Building a talent pool can have huge advantages when it comes to the recruitment process but also when it comes to building your employer brand and employee value proposition. Building and maintaining a relationship with candidates could help to inform your offerings to employees and company culture as well as provide valuable insight into your competing organisations.

If you need help building a talent pool for when you’re ready to recruit, our experts are on hand. Whether you’d like to raise brand awareness with a recruitment marketing campaign, initiate an employee referral programme or even directly source candidates, we have the experience to help build and nurture your talent pool for when you’re ready to hire.

How to Limit Your Recruitment Costs Without Impacting The Quality of Hire

When budgets are tight for businesses, recruitment can’t always take a priority. Finding the right talent uses time, money and resource that could be spent elsewhere, taking care of existing employees. The impending threat of a post-COVID19 recession is making many businesses question their future recruitment efforts and forcing them to think about cost-cutting measures.

When it comes to sourcing and hiring talent, cutting corners can often mean higher costs in the long run; it’s very much a buy cheap, buy twice situation. Refusing to recruit and freezing hiring altogether could lead to employee burnout and the eventual high recruitment costs of replacing your worn-out staff. Similarly, if you rush into hiring the first person that comes along, as you believe it will be convenient and save money, you run the risk of a lower quality hire. According to a recent survey, bad hires produce lower-quality work, delay company goals, are more likely to make an early exit and can even cause other employees to leave. All of which are costly mistakes that businesses can’t afford to make, especially in times of financial crisis.

So how can organisations work with limited recruitment budgets without impacting the quality of hires?

Embrace Automation

Automating your recruitment process, or at least some elements of it, will not only save you valuable time and money, but it will increase overall efficiency and is proven to generate a better quality of hire. Automation doesn’t replace HR teams or recruiters but allows them to do their job in a more streamlined way, which will help cut recruitment costs. Some of the services you can automate include; programmatic job advertising, applicant tracking and candidate screening; all of which have previously been time-consuming tasks.

Automating candidate communications not only saves time and resources but improves the candidate experience and consequently, your employer brand. It’s crucial to maintain a relationship with candidates throughout the entire hiring process not just when they’re actively being interviewed and considered but also if they’re unsuccessful; it’s only polite to let them know. Automated email flows nurture candidates, ensuring they stay engaged, don’t lose interest in the role and may consider applying for a more suitable position in the future. Owing to this, automating candidate communications can reduce your overall cost per hire by up to 39%.

Build a Talent Pool

On average, advertising a vacancy costs $500 per day. According to LinkedIn, only 30% of companies can fill a vacant role within 30 days; others can take up to 4 months. So, it’s clear that recruiting can become pretty costly.

Having a ready-to-hire talent pool can significantly reduce these costs as it eliminates the need to advertise every single vacancy and results in faster hires. Building a talent pool ensures that you have a diverse mix of qualified and appropriate candidates at your fingertips. The candidates have all registered interest in your company showing a willingness to hear about you and current vacancies, which means they’re more than likely to accept an offer.

Combining a memorable recruitment marketing campaign, data management and candidate nurturing strategy, you can significantly reduce the cost of recruiting in the future as you’ll have a pool of talent ready to dip into as roles become available.

Introduce Employee Referral Programmes

Employee referral programmes are a great way of enticing new hires on a lower budget. As these candidates know someone within your business and are aware of how great you are as an employer, their willingness to work for you and knowledge of your company is second to none. Employee referral programmes give employers access to individuals with hard to source skills, as it’s likely that most connections have a similar background to your existing staff. It’s also expected that candidates will have been pre-qualified by the individual recommending them; after all, no one wants to endorse an unsuitable hire!

82% of employers rate employee referrals above all other sources for generating the best return on investment as they produce better quality hires and can fill roles quickly. In fact, statistics show 1 in 5 referrals result in a hire. 

Referral programmes also help to improve employee engagement and retention, as your existing employees feel they are helping the business to grow and contributing positively.

Target the right talent

With digital marketing techniques becoming more advanced every day, the possibilities for targeting are endless. This means you aren’t wasting budget advertising your vacancies where anyone can see them and apply; instead, you’re ensuring your adverts reach relevant, qualified and interested individuals. Whether your ads are appearing on websites where your target candidates are spending time, reaching individuals that meet your criteria on social media or even displaying for those who have been on your website; with new technologies the possibilities are endless. Save yourself time and money with smarter recruitment marketing campaigns.

Optimise job listings to match what candidates are searching for

If you need to advertise a job through traditional methods like job boards, make sure you do your research before crafting a job description. Write a poor job description or fail to optimise it for what your ideal candidate will search for and you’ll be writing it (and paying for it) twice.

Fancy job titles may seem like a way to attract the best talent; however, it can lead to overqualified and unsuitable individuals applying or a lack of applicants because they can’t find your advert in the first place. Make sure your job titles match other roles in your industry, that people are likely to be searching for and understand. Then ensure your job descriptions are clear and concise. Yes, we want to grab attention and stand out from the competition, but this is a waste of time and money unless candidates can see what the job involves and if they’re suitable for the role.

Reduce the number of interviewees

Interviews are a time-consuming and expensive part of the recruitment process; sometimes they can mean members of staff are spending a number of significant hours in their working week in meetings with candidates. If you want to save recruitment costs, a robust screening process is essential as it reduces the number of interviewees and saves valuable time; we all know time is money. After initial screening, consider asking candidates to complete an assessment test (if it’s appropriate to the role). If a candidate completes them, not only will you be able to see how good they are, but you can see their dedication for taking the time to complete it and the quality of the result. If the role doesn’t have any requirements you can test for, consider video interviewing as a cheaper and quicker alternative to a face to face interview. COVID-19 has made zoom calls and video chats the norm, and there are ways to use them after the crisis as a cost-effective recruitment solution. Video interviews will help you to whittle down your candidates and ensure only the best are invited to a face-to-face interview, saving time and money.

Outsource your recruitment process

While it’s often considered an expensive approach to recruiting, outsourcing your hiring efforts to expert recruiters can save you a significant amount of money. By using experts in recruitment and in specific industries, you’ll have access to all the secrets and know-how which will find better quality hires. Whether it’s working on your employer brand, filling urgent vacancies, building a talent pool or working on plans for expansion; outsourcing can help take the pressure off HR and provide cost-effective results. It means your recruitment process will be streamlined and efficient from the get-go and avoids the risk of costly mistakes.

Reduce employee turnover with a better EVP

A final way to reduce your recruitment costs is to reduce your need for recruitment. By refining your employee value proposition, taking care of your existing staff and giving them benefits that are not only useful but enhance their life and career, you’ll improve retention rates. An appealing employee value proposition gives you a competitive edge, retains candidates that support your brand vision and values as well as encourages employees to act as ambassadors for your brand. It’s reported that a well-executed EVP can reduce employee turnover by 69%. If your talented people want to remain working with you even during a global crisis, you’ll save on recruitment costs when finances are tight. Refining your EVP will help prevent the replacement of existing staff and will reduce recruitment costs on a long-term basis.

To attract talent, you don’t have to spend a lot of money; you just need to be smarter with your recruitment strategy. If a recession hits, pausing recruitment won’t help your business to progress, but altering your approach to staffing and thinking outside of the box could help give you that competitive edge. If you need help with intelligent recruitment marketing, building talent pools, refining your EVP or outsourcing any other aspect of your recruitment process, the Talent Works team will be happy to help, so get in touch.

On-boarding Remotely: Making New Recruits Feel Welcome During COVID-19

Starting a new job is an overwhelming time for any employee, with so much to get your head around from new faces to processes and procedures. Now imagine all of this with the added pressure of a global pandemic, and not being able to meet your co-workers face-to-face. It sounds like a lot to deal with, right?

As an employer, you have a duty to care to employees whether they’ve been there for years or it’s their very first day. You need to make them feel comfortable, ensure they have the right guidance and managers as well as ensuring they feel like part of the team. The on-boarding process is crucial in making a new hire feel welcome and cared for. How new hires are treated in the first few days, weeks, and even months can influence their perception of you as an employer. It’s reported that 86% of new hires decide on their future in a company within the first six months of employment. If you want to retain talent, it’s important to perfect this.

In the wake of a global pandemic, when we’re all staying home to keep safe and the office is empty, changes must be made to an on-boarding process. Remote working makes this incredibly challenging for obvious reasons. However, it’s these challenges that also make on-boarding properly even more vital. Employers must go the extra mile to ensure that new hires during the COVID-19 crisis get the same amount of care and attention as those that were hired before remote working became the norm.

So how do you adapt to on-boarding remotely? It’s going to be one of the biggest challenges employers who are lucky enough to be hiring right now will face. Here are our tips.

Evaluate your current on-boarding plan

The first stage in adjusting your on-boarding plan to work remotely should be to evaluate your existing strategy. If there are glaring errors and things that were overlooked when your employees were in the office, can you imagine they’ll work remotely? The on-boarding process is something that many business leaders push back in favour of other priorities; it’s often a very neglected element of the recruitment process. Now we’re in the middle of a crisis, and ways of working have changed completely, there’s no excuse. Ask your current team for advice and evaluate what worked well when they started working for you; this will ensure you’re ready to welcome new hires while working remotely.

Train and empower your managers

On-boarding affects managers just as much as it affects new hires. You need to provide practical training for your managers, so they’re up to the challenge of welcoming a new team member remotely. Make sure you address any concerns they may have and ensure they’re confident in communication methods, any on-boarding processes or assessments and know what’s expected of them. Run training sessions so they can embrace video chats and be comfortable managing from afar but most of all show you have confidence in them. If you have a strong management team ready to make new employees feel welcome, the candidate experience and on-boarding process will be smooth and straightforward.

Prepare all documents and software

While it may seem obvious, having all documents readily available is something that could be easily overlooked until they’re needed. Whether it’s documents you need a new employee to sign or guides and handbooks to ensure they have all the information they need; it’s time to make your on-boarding materials virtual. This means that they can be easily accessed whenever required and your new hire isn’t overwhelmed by a delivery of paperwork on their first day.

Ensure email accounts and other vital programmes that you use are set up well in advance, as there’ll be no IT technicians to help at home. You’ll also need to ensure that all logins are in an accessible but secure place for your new hire to access easily.

Send a gift

It’s likely that while we’re already working from home, you’ll have to send a new hire an on-boarding package of some description. This could be their company laptop, documents that can’t be sent digitally or other vital equipment so they can do their job. If you have to do this anyway, why not make it a bit more personal? Send something that will make a new hire smile and feel welcome: even if it’s just a company water bottle, pen and branded merchandise. It shows you’re thinking about them and are trying to include them. They may even share it on social media or with friends, which will enhance your employer brand. It’s adding an extra touch to welcome them to the business while office drinks are out of the question.

Consider Mentors

Your management team probably have a lot on their plate, particularly in this crisis. While a new hire must build a strong relationship with their manager, it’s also understandable that a senior member of staff won’t be able to make them their sole priority in these times. Consider asking another member of staff to act as a mentor. This helps a new hire to build a relationship with another team member which will help for when things return to normal as well as take the pressure off your management team. Mentors can offer advice, assist with the day-to-day tasks and provide another point of contact for any issues. Plus, this is excellent training if you have identified the mentor as a future leader in your business during talent mapping.

Face-to-Face Connections

One of the main things a new member of staff will miss out on is face to face connection. They’ll be overwhelmed with names by working remotely but won’t necessarily be able to put faces to them. Video calls are vital to introduce new hires to your team. However, make sure you don’t only introduce them to people they work with directly. Gradually enable them to meet the whole team, even if it’s more informally like through a quiz or catch up. This will make things easier for everyone when we eventually return to office life and reduce chances of them feeling like ‘the new person’ all over again.

Offer learning strategies

While a new hire is getting to grips with the business, they won’t always be busy and trying to find jobs for them to do while working remotely will not always be an easy task. Providing learning opportunities during this time will help ease a new hire into their role and provide them with skills that could become vital later down the line. With many online learning tools available for all industries, and even soft skills, there’s plenty to keep a recruit busy. However, ensure they know why you’re asking them to do these courses and emphasise how they will be useful. You could even ask managers to provide tests and tasks based on the learning to show they’re interested in these new skills. Otherwise, it may look like a lazy excuse to keep them occupied while not in the office and reduce employee satisfaction.

Ask for Feedback

Remote on-boarding, while in this strange time, is going to provide a learning experience for all of us. Managers, mentors, business owners and everyone in between can learn something from how they approach making new hires feel welcome during this time. Be sure to ask your new member of staff for feedback on how you can improve. They’ll understand that this isn’t an easy time to be recruiting and asking for feedback shows compassion and a desire to improve. Respond to any suggestions and adapt your on-boarding strategy accordingly to help with future hires. After the COVID-19 crisis, remote working may become the norm, and you need to be ready to step up to the challenge after the pandemic passes; plus, any feedback can be transferred to your normal on-boarding process helping all future hires.

If you’re fortunate enough to be recruiting during this time, make sure you follow these steps to make a new hire feel welcome. Plus, remember that as remote working becomes more and more popular with the best talent, having an on-boarding strategy which is adaptable will open up recruitment possibilities for you.

Why Employee Satisfaction is Critical in a Crisis

Over the past few months, employers have been thrown into a state of panic. With so much uncertainty, it’s hard to know which action to take to keep your business afloat and employees in work. 

Understandably, when the COVID-19 outbreak hit, many businesses tried to cut costs as soon as possible and do whatever it took to ensure business could run as usual and they could remain in profit. This resulted in people losing jobs, facing redundancy and even arguments over sick pay as employers acted on impulse. With new expectations and additional measures which had to be considered to keep individuals safe, employee experience found itself at the bottom of the list of priorities for many, as business leaders had to adapt to change in very uncertain times.

However, when it comes to the people within your business, taking extreme cost-cutting measures and disregarding safety may be the biggest mistake you could make. With reports of a recession looming, leaders are no doubt looking for ways to reduce spend and prepare for a worst-case scenario. Still, cost-cutting initiatives can seriously damage the overall employee experience, which is critical for engagement and productivity.

In times such as these, knowing you are cared for, and safe at work is a huge priority for everyone. Employees that don’t feel as though they’ve been looked after are likely to rebel: take time off, put less effort into their jobs or lash out. It’s been noted over time that ethical organisations perform better, and those that make a conscious effort to look after employees are more successful overall. 

As we’ve watched the coronavirus crisis unfold it’s become more apparent than ever that how your organisation treats staff in the midst of a disaster will define you for years to come. People are your most valuable asset, so taking care of them seems like a no brainer if you want to attract talent in the future.

We’ve all seen the stories of employers mistreating staff in the press: whether it’s not providing sufficient protective equipment; laying off huge numbers of staff; abusing the UK government’s furlough scheme or even falsely claiming to be an essential business. People have been naming and shaming organisations that have mishandled the crisis on social media and continue to do so to this day. It’s not something that the general public is accepting, and it’s unlikely to be an issue that future employees can overlook. 

It’s not rocket science that employers should hold a duty of care to their staff; after all, they keep a business running. So why is it in times of crisis, when safety and compassion matter more than ever, many can’t take responsibility and showcase a more caring company culture? Those that have shown some decency and care have proven to thrive, receiving enormous amounts of praise in the media and online.

But for companies that have mistreated staff during the COVID19 crisis, it’s expected that their employer brand will be tarnished for the long-term. After all, who would want to work for a company that drops employees at the first sign of trouble?

Before Coronavirus, reports claimed that 76% of people wanted to work for firms with a good reputation and in light of it, candidates want to know that they’ll be taken care of and their futures are as secure as realistically possible. This means companies that have received bad press, viral criticism on social media and have received backlash face an even more uncertain future than the rest of us; will they ever be able to attract talent again?

Employee satisfaction is more critical now than it ever has been as reputations hang in the balance.

So, what can you do now to encourage positive employee engagement and make sure that future candidates have confidence in your business after COVID19?

Invest in Employee Assistance Programmes

Reports show that one in four employers have increased spending on employee assistance programmes as a result of COVID-19; this includes spending on virtual GPs, education, health insurance, mental health apps and even reimbursing travel cards. Some are investing in entirely new offerings while other employers are making sure that existing programmes are available throughout the business. Many employers are investing in welfare and finding ways to provide comfort in such turbulent times to employees in all areas and seniorities. 

Review Your Benefits

While you’re experiencing downtime in your business, take the opportunity to review your current benefits. How do they compare to what competing organisations are offering? Do they reflect what employees today care about? Do they add genuine value? If you’re taking the time to invest in employee assistance programmes, why not review other benefits too? 

Today’s talent frequently asks about topics relating to benefits, sick pay, salary, well-being, flexibility and remote working. Make sure these factors are promoted across the business, not just when onboarding new employees. Finances are about to become tight for everyone, so anything you could do to reduce strain on bank accounts or even daily life would improve employees’ perceptions of you massively.

Ask for Reviews

Almost 50% of job seekers use glassdoor, which makes it a great site to push your employer brand. Reviews and authentic testimonials are an unbeatable way to promote yourself as an employer because they come from external and trustworthy sources. If potential candidates can see what real people think of your business from an insider’s perspective, they will get a real feel of what it’s like to work for you and how employees truly feel about their place of work. Ask your staff to leave you a review but ensure they’re honest. If you’re a conscientious employer, this will be reflected, and your reputation will be uplifted.

Remember, when it comes to your people, cost-cutting isn’t always the solution. Furloughing staff should be a last resort to saving jobs in the long-term, not to preserve your profits in the short-term. How your organisation operates during a crisis will define it for years to come, whether it’s in the eyes of the customer or potential employees, so make sure you’re spreading the right messages. 

If you need help refining your employee value proposition or your employer brand, get in touch as our experts are on hand to help.

A Guide to Recruiting in a Recession

We’ve all heard the news. Experts believe the world is likely to face its worst financial crisis since the Great Depression, with the global economy contracting by 3% this year. The UK’s economy alone is expected to fall by a record-breaking 35% as a result of the coronavirus outbreak.

As in previous recessions, recruitment will likely take a back foot for most businesses. It’s understandable that companies will have to change their approach to hiring staff and will prioritise their existing people while the future of the economy remains unclear.

However, we will bounce back, and businesses need to be prepared for this eventuality, even if that means recruiting when finances are tight. Here are our tips for hiring during a recession to ensure that your business can be in a strong position to weather the storm and thrive on the other side.  

Resist freezing hiring altogether

For many businesses, the initial instinct, when faced with a financial crisis is to stop hiring altogether. If you aren’t hiring new people, you can save money and focus on taking care of your existing staff both financially and in a caring capacity, right? Wrong!

Freezing hires in a recession can do more harm than good. While it will save money in the short-term, stopping new hires also means putting a stop to business progression. It’s reported that companies that stop hiring completely, are at risk of; loss of income, existing employees facing burnout, reduced quality of service or product and high recruitment costs to replace existing (and overworked) staff.

By freezing hiring across all areas of your business, you negatively impact your rapid growth and stop departments that could thrive in a changing world. You also risk missing out on potentially great talent that could revolutionise your business forever. When the economy recovers, you may find yourselves left behind as you haven’t been able to adapt to change in the same way as competitors who continued to recruit strategically. Which is why recruiting for significant roles is still essential, no matter the financial situation.

Create a robust plan

To be done well, and to save both time and money, recruitment needs to be planned with great research and insight involved. When uncertain times hit, it’s vital to create a plan that can give you some guidance. Think about your business objectives and what your priorities should be, even if a recession does hit. This will help you to outline the roles you need, and which areas of your business could benefit from additional support.

Consider talent mapping your existing employees and identify any who could benefit from training opportunities to help them grow within your company and fill potential skills gaps. Without this plan, you may end up recruiting for non-essential roles, or roles your employees are capable of filling, that could end up costing you more in the long run.

Hire people that will bring the most value

In the same way that aligning your business priorities will help to reduce recruitment costs and save you time, hiring people that can bring the most value to your business is the secret to recruiting in a recession. Don’t merely look at the role and the skills required; consider the more comprehensive picture. What else can an individual bring to the table? It may be that with their skills and experience, you could merge some roles or tasks, reducing the number of new hires needed. It could also help your business to expand into other service areas that will ensure you’re future-proof and add more areas of income. Talent holds a lot of power and having the right individuals for your business is more essential than being able to hire quickly or save money on a lower salary.

Prepare for an influx of applications

In recessions, unemployment rates rise; therefore, if you are recruiting, you can expect a surge in applications. You need to prepare for this. Make sure that your candidate screening process can handle an influx. While job boards have their uses, it may be time to think about a careers page so that you can manage the increasing number of applications yourself. You may need to add in some form of skills test to help you create a shortlist of candidates with no unconscious bias at play. Or, you may need to consider outsourcing your recruitment process altogether to relieve your HR department. Consider your recruitment process and candidate journey; can it handle a surge of applications and is it user-friendly enough for increased numbers of applicants to use it?

Build a talent pool 

Another way to combat the influx of applications is to build a ready-to-hire talent pool. This cuts the need for traditional advertising and will both speed up and reduce the cost of your recruitment process. What more could you want during a recession?

Collecting the details of people that want to work for you means that you can contact them if a role they’d be perfect for becomes available. It saves you sifting through thousands of CVs and means that you can adapt job descriptions to suit individual talents which could reduce your need to recruit multiple people. Having access to a talent pool means you can focus on finding top-quality candidates.

Create a talent pool through recruitment marketing and promoting your employer brand online, encouraging people to register their interest in joining you. Some organisations choose to create video adverts that showcase their company culture while others opt for full careers sites to give an impression of the organisation. You can also include the details of previously unsuccessful candidates as long as you ensure that you comply with GDPR if you’re a UK business.

Show you’re a safe option

During uncertain times, candidates need confidence that their future employer can not only support them now but will be able to stand the test of time. For those that have been made redundant because of the current crisis, knowing they’re unlikely to face the same fate again is critical. In times of financial crisis, job security and financial safety are among the top wishes for jobseekers.

 We’re all aware of the impact coronavirus has had on businesses in most sectors. Candidates know of the devastation, but that doesn’t mean you can’t position yourself as a safe option for them.

Use recruitment marketing to spread a message of security, whether it’s through press and PR or even social media. Show people what you’ve done differently to your competitors and celebrate successes, no matter how small. Provide candidates with the confidence that you will be able to weather the storm of financial uncertainty. Ask your existing employees to review you as an employer and post testimonials to show that you care and build your reputation. All of this will contribute to your employer brand and will help future candidates have confidence in you.

Use intelligent advertising to save costs.

Recruitment is constantly evolving. There are new ways to ensure your job adverts reach the right people without having to exhaust huge budgets. Social media, for example, allows you to target audiences based on education, job titles, area and interest. Put simply; this means you can reduce the number of people that see your advert and ensure the ones that do are relevant to the role. Your budget is spent where it matters. Social media is also notorious for low-cost advertising, allowing you to create intelligent recruitment marketing campaigns with smaller budgets than traditional advertising.

You could also create a Google Ads campaign, targeting people searching for specific keywords and roles to build a talent pool and fill critical vacancies at lower costs. As the world is spending more time online due to global lockdowns, using these digital methods of reaching audiences will prove invaluable and help you to reach even passive candidates.

If you have any concerns about recruiting during a recession and need any help with filling roles during uncertain times, our experts are on hand to help. We have specialists in sourcing, employer branding and recruitment marketing who can help deliver the right talent to help your business become more durable, even in uncertain times.

How to Attract Top Tech Talent Now Digital Transformation is a Priority

Business owners have known for years that digital transformation will help organisations stand the test of time. Many businesses have faced, and continue to experience, challenges when trying to transition into a digital way of working; whether it’s for employees or customers. However, the COVID-19 crisis has forced this digitisation upon us in ways no one could have predicted.

Consumers that weren’t always the most digitally savvy have found themselves forced to use digital options to minimise human-to-human contact. Organisations are having to adopt remote working strategies to keep employees safe while ensuring business continuity. But more significantly, technology has become a fundamental part of daily life; it’s how we talk to friends and family, it’s how we keep entertained, it provides ways of learning, and it’s been adopted for health and fitness purposes.

In the aftermath of COVID-19, we can’t expect a business, or our lives in general, to return to normal. Being forced into a digital way of life will have a significant impact on consumer behaviour, business priorities and even employee expectations.

Businesses need to prepare for a digital transformation more than ever before, which means recruiting the best tech talent to stay ahead of the curve.

Why attract Tech Talent?

Even in the midst of the COVID-19 crisis, skilled tech employees are still popular. Reports claim that demand for “search engineers” have increased by 137% in the last year while demand for “machine learning engineers” increased by 89%. In 2017, it was reported 1 in 10 available jobs were tech-related, fuelling a war for talent between established companies and startups.

After the coronavirus pandemic, we can expect this demand to increase even more. However, the number of skilled developers and tech experts looking for work may not grow at the same rate, making the market even more competitive.

So, how can you attract tech talent, and how can you utilise their skills to stay ahead of the curve?

Stage One: Create a Robust Digital Strategy

The first stage in recruiting the best tech talent is understanding how your business will transform digitally. It’s no good hiring developers or other digital specialists if you don’t have a plan in place for your organisation. Study competitors to see how they have adapted to the digital age. Look at trends in your industry and how it has evolved. Also, review how your business has adapted to COVID-19, what do you wish you could have done had you been prepared? Take the time to plan a digital customer journey or lifecycle as this will help you to identify roles that you need to fill before you begin trying to compete. 

Stage Two: Prepare to Upskill

Just because we’re becoming more reliant on technology and digital capabilities, it doesn’t mean your existing workforce is redundant. Before you start searching for new talent, take the time to review the people in your business and the abilities they have. If you have talented people already working for you that you can upskill, this will save money and shows that you’re a loyal and dedicated employer. A lot of transferable skills will still have relevance as you digitise your business; things like creativity, communication, commercial awareness and organisation can’t be taught. Find ways to utilise existing employees and develop new skills as this will help their progression too.

Stage Three: Understand Who and What You Need

Next, if you realise there are some roles your existing people can’t fill, you need to understand the types of tech talent. It’s no longer enough to say you need someone who can build a website for you; you must ask questions. What is the purpose of your website? What coding language will it be written in? What skills will a developer need to build and maintain your site?

Tech talent, like all talent, comes in many different varieties. You need to understand who your target candidates are, what they want, and what you can offer them. Make sure you do your research and even reach out to experts in tech recruitment if it will help match an individual to your needs.

Stage Four: Talk the Talk

Once you’ve defined the kind of individuals you need, you must speak their language. It’s vital to craft job descriptions with the accurate terminology, obvious requirements and a clear picture of what the job will be. Techies want to know that you know your stuff, so they aren’t going to work in a place that’s behind the times, but they also need to know that they’re up to the job from the get-go.

Many people have a stereotype of tech talent in their minds which is outdated and borderline offensive, remember you’re talking to people, not machines. Tech talent comes in all shapes and sizes. Write your job descriptions and communications in the same clear and concise manner you would use with any other role; being talented in technology doesn’t mean everything has to be complicated.

Stage Five: Refine your EVP

Offer the same benefits you would provide the rest of your team. COVID-19 has shown us tech talent can work from anywhere with an internet connection, and 53% of developers said remote working was their top priority when looking for a job, so keep these things in mind.

Consider what makes you stand out as an employer and why these individuals would want to work for you over every other business. With increasing competition for tech talent, you must review your offering to make sure you can not only compete but stand out from a crowded market.

Stage Six: Put Them to the Test

You need to be confident that the people you’re hiring to help with the digital transformation of your business are legit. Ask candidates to demonstrate their expertise and show you what they’re made of. Top techies like to be challenged, so give them a task that’s fun and interesting as well as relevant to your business.

This task doesn’t even have to be in the middle of the recruitment process. Companies such as Quora and Stripe offer challenges online; once the problem is solved, users have to submit their solutions by email to find out if their answer is correct. This lead generation technique is a creative way of building the company’s talent pool, which will be invaluable if you’re not in a position to be recruiting just yet.

Finding the right tech talent for your business is no easy task, particularly during a pandemic. By following these six simple steps and providing a great candidate journey, you should position yourself as a viable employer of choice. If you need guidance in sourcing tech talent, reaching out to potential candidates, perfecting your candidate experience or enhancing your employer brand, our experts are ready to help.

We all know that digital transformation is more significant than ever as technology has become a an even bigger part of our daily lives. Don’t risk your business falling behind, plan and prepare for the inevitable changes that COVID-19 will bring.

Here’s Why You Should Be Building a Ready-to-Hire Talent Pool During Lockdown

Are you using your time in lockdown to your business’ advantage? Whilst this is an unpredictable and overwhelming time, it could also be the ideal time to work on your business and open your mind to new ideas.

There’s never been a better time to assess your organisation to help you to prepare for life after COVID19, including the people within it.

Recruitment is a topic many businesses are shying away from right now, and it’s difficult to plan which roles you’ll be ready to fill when the pandemic is over. However, there is a way you can ensure that when you can hire, the best people are ready and waiting.

Building a pool of suitable candidates interested in working for you, can be done through smart recruitment marketing, social media and digital campaigns. You can also include previous applicants, sourced and referred candidates to fill your database with talented people. A talent pool is almost a queue of candidates ready to step into roles including a wide range of skills and people at different stages of the candidate journey. In a world of data-driven recruiting, talent pools are more useful than ever before.

But if you’re still wondering if spending your time in lockdown building a talent pool is a good move for your business, here are just a few reasons why.

Talent is ready and waiting for you

It may seem like an obvious point to begin with but building a talent pool now means that when you can hire again, and hopefully you will be soon, the talent will be ready and waiting for you. By putting in the hard work now, you’ll have a group of engaged and talented candidates ready to contact as soon as roles become available. As they’ve registered their contact details with you, you can be confident that they are interested in working for your business, which give you a head start once it’s back to “business as usual.”

Better quality of hire

Because you aren’t rushing to fill urgent requirements, using this time to build a talent pool means that you have longer to collate and source the best talent, which is a luxury that is rarely available. With a wide range of individuals and skills to choose from in your talent pool, all of whom are ready to start working, you’ll be able to compare expertise to find the best talent for you.

As there is less rush to fill key roles, it also means you won’t miss out on talented candidates that may miss the deadline by a few days. Instead, you’ll have collated them over the lockdown period, however long that may be.

Greater diversity

As you aren’t recruiting for a specific role, your recruitment marketing campaigns will attract an incredibly diverse and varied range of candidates. By advertising your proposition digitally, using social media, paid media and through attraction campaigns, you’ll be able to appeal to a wide range of people globally (of course for practical reasons location targeting can be much more specific).

With a talent pool, there is no end to the talent on offer to you. You’ll be able to attract people with skills that you didn’t even know your business needed but, when reviewing the talent pool, you’ll realise will be crucial to driving your business forward post coronavirus.  

Faster hires

It should go without saying but having suitable talent at your disposal will make filling vacancies a much quicker and smoother process. When you’re eventually ready to hire again, it will be beneficial if you can hire talented people quickly so that critical roles can be filled, and your business can return to normal! This will give you more time to focus on growing and rebuilding other aspects of your business, knowing that the recruitment side is very much under control.

Plus, with many people, unfortunately, being made redundant as a result of COVID-19, the sad truth is that the faster you can make a talented candidate an offer, the more likely they are to accept. In the aftermath of a pandemic, people will need employment and crave job security. As much as we hate to admit it, when it comes to the best talent, it may just be the early bird that gets the worm.

Reduces the cost of recruitment

Investing in building a talent pool now could potentially save you a lot of money down the line. You can significantly cut back the costs of advertising every job that becomes available, using external recruitment agencies for individual roles and even reduce the amount of admin work which costs both time and money. With a strong recruitment marketing campaign, data management system and ways of keeping in touch with your prospects, you can significantly reduce the amount you spend on recruiting in the future.

Instead of advertising individual roles for a high cost, you can dive into your talent pool and select the candidates with relevant skills and experience. The money you save can be better spent on rebuilding areas of your business that have been affected by COVID-19 or improving the experience of your existing employees.

Identify future needs and future talent

Having interested talent in front of you means that you can see and compare all candidates at once. You can identify the individuals who have the right expertise for you right now but also any individuals that may be able to grow with your business; for example, someone may have the practical skills you need but with minimal leadership experience. This is your chance to help them develop and offer a career opportunity which should give you a competitive edge as an employer.

A talent pool can also help you to identify areas of your business that you may want to invest in in the future. For example, if you have a lot of developers showing interest, this may help you to envisage a digital transformation for your business after COVID-19, enhancing your business offering.

Improved candidate experience

Another advantage of building a talent pool for recruiting is that there is less rejection. As candidates are not applying for specific roles, you don’t have to turn them down. Instead, you can hold onto their details for when something appropriate comes along. This is a much more empowering method of recruitment and means that candidates are left with a favourable opinion of your company, even if they aren’t successful straight away.

Build relationships with candidates 

The talent pool approach to recruitment is largely candidate-centric, giving candidates more control. It helps you to build long term relationships, giving the candidates a chance to learn more about your business and what you can offer them. They’ll become familiar with your employer brand as they follow you on social media, receive your email updates and even research your business on their own. This makes it much more likely that a candidate will want to work for you, increasing the chances of your offer being accepted. Regular updates and content are essential to maintaining your talent pool; this provides more touchpoints to capture the attention of passive candidates and helps you to build relationships.

Talent pools also encourage two-way communication; unlike standard recruitment practise where the employer holds all the cards, engaging with your talent pool creates opportunities for candidates to talk to you. This improves the candidate experience massively as the recruitment process feels much less lonely and more transparent.

To find out more about how you can build a ready-to-hire talent pool, get in touch with the team at Talent Works International. Our experts can help you to conduct talent attraction campaigns, manage candidate data and most importantly build up and maintain your talent pool ready for when this pandemic is over.

How to Adapt Your Hiring Plans in a Crisis

If, in light of current events, recruiting has taken a back seat for your business you’re not alone. For many trying to get through the Covid-19 crisis and the resulting lockdown means that hiring new team members and expanding the business has taken a temporary back seat so that they can focus on business as usual, taking care of employees and making sure the business can weather the storm.

However, the storm will clear. We all know that bad times don’t last forever. While your hiring plans are quite literally on lockdown, you’ll need to think about attracting talent again (hopefully) soon. While you’re remote working, you’re saving time that would be spent commuting and business may feel slower than usual while the world gets back on its feet; so there’s never been a better time to think about your hiring strategy and plan for when brighter days do come. While filling specific roles may not be a priority right now, there are certain things you can do to ensure that your business is ahead of the game when business is back to normal.

Here are our tips for adapting your recruitment strategy. Ensure that when the time is right, you’re ready to bring the brightest and best people to your business to ensure that you stay a step ahead of your competitors.

Over the next few weeks we’ll be going into more detail about all these topics, so watch this space as we help you to prepare for a future of talent attraction.

Identify areas to grow

All recruitment strategies begin with working out what roles you need to fill and where. Even when you aren’t thinking about a specific role, this is still essential. Take this quiet time as an opportunity to create, or re-evaluate, long-term plans.

Map existing talent in your organisation to gain further insight into available skillsets, as well as to identify areas where your business may be lacking. Take a look at your competitors’ company structure and the services they offer to identify areas in your business which may need improvement. This will help you to plan for training and expansion when the time is right.

Look at your industry, think of what is changing. It’s unlikely that you’ll have this much time to think creatively about your business again, so make sure you take full advantage. This is a time to innovate and think for the future. And as you have more downtime, lockdown is the perfect time to ensure that your strategic plan for the business and talent strategy is aligned. Do you plan to undergo a digital transformation to take your services to the next level? Then you’ll need to ensure you have the best tech and digital talent to take on the challenge.

Don’t get bogged down in specifics

Contrary to traditional recruitment processes, an uncertain time is not the time to plan for filling a single specific role. Instead, it’s time to think big. Review the skills you’ll need and the type of people you’ll need to fill them but don’t limit yourself to a single role. Sometimes an individual can be multi-talented, other times it may be that there’s scope for an entirely new department. Restricting your recruitment plans to a few specific roles will narrow your thinking and when it doesn’t look like you’ll be actively hiring for the foreseeable, why limit yourself?

You can work on the specific roles needed when it comes to crafting your job descriptions and advertising; until then there is potential to discover roles you didn’t even know you needed so do your research and keep an open mind.

Analyse your employer brand

You could also use this time to review your employer brand and how you’re perceived by potential employees. Your employer brand refers to how candidates and people that could work for your business view you as an employer; in a time of crisis, this is your time to shine.

Showcase how you’re supporting your employees on social media and shout about how you’re helping the wider community during these uncertain times. Caring employers are a priority for so many people, even the already employed may consider leaving jobs for a more conscientious business. So many organisations are receiving negative publicity over how they’ve treated staff amid the coronavirus crisis, and this will come back to bite them when the situation returns to normal; use this to your advantage.

While recruitment may not be your priority right now, if you focus on building your employer brand during this lockdown, it will make attracting talent much easier when it is a focus for you. Do people want to work for you? If not, what can you do now to change this, so they do in a few months? Think about your benefits package, consider making working from home a more permanent solution and work out how to become an employer of choice.

Develop the pool

Although hiring specific individuals may be off the table, it doesn’t mean you can’t register their interest. Jobs may not be open at your business until you reach a state of stability, and candidates understand that. However, it doesn’t stop you from collecting the details of interested individuals and preparing a talent pool that you can dip into as roles become available. Having an easily accessible pool of ready-to-apply candidates means that you’ll save money, time and resource when you do recruit. Talented people will be ready and waiting for you!

Use social media, landing pages and email campaigns amongst other strategies to attract and nurture your talent pools. Then the second a position becomes available; you will have applicants at your fingertips. Remember to cast a wide net to ensure that you’re attracting a diverse range of people; diversity will help to drive your business forward and open you up to new ways of thinking.

Change the candidate experience

If you are lucky enough to be in the position to recruit over the coming weeks despite the lockdown, then it’s likely that you’ll have to make changes to your traditional interview process in the interest of everyone’s safety. The majority of companies have adopted a remote working strategy and so remote interviewing comes as no surprise, especially when we’re only allowed to leave our homes for essentials. Phone and video interviews are about to become a lot more commonplace so make sure you’re confident in using any video interview software to avoid any embarrassing slip-ups.

Candidate experience is more paramount than ever as all companies are trying to tempt the best tech talent and individuals that will push the business forward through these challenging times. Downtime for the business created by global lockdown is the perfect time to refine the candidate experience so that lengthy applications, clunky processes and ignoring candidate enquiries become a thing of the past; this will only strengthen your employer brand.

So, there you have it, a global crisis may not be the perfect time to recruit but it is an ideal time to plan for the future. Use your lockdown wisely!

Talent Works offer a wide range of recruitment services from outsourcing parts of the process to helping build your employer brand. We use insight, knowledge and industry experience to help you create a robust recruitment strategy that will be ready to implement as soon as your business is ready.

Keep an eye out for more blogs on how to use recruitment services and strategy to plan for the future once the COVID-19 pandemic is over.