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

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.

Interviewing During a Lockdown – Your Guide to Video Interviewing

Since the outbreak of the Coronavirus, recruiters have seen a 67% spike in video interviews. It makes sense; video interviews reduce the time to commute and limit exposure to the public which is crucial during a pandemic. Now we’re facing a lockdown many of us have no choice but to communicate via video for office communications as we’re working remotely. Switching to a video interview can ensure that both the candidate and interviewer are safe as well as saving time, resource and money.

While phone interviewing is a great way to screen candidates, video interviews create a valuable replacement for a face-to-face interview. You wouldn’t hire someone without meeting them first, and while we’re in a lockdown which means only leaving our homes when essential, a video interview is a simple and sensible solution.

There are countless reasons why video interviews are a useful addition to your recruitment process; they reduce the impact if a candidate doesn’t show up, it’s much easier to schedule interviews, there are no geographic restrictions if you’re looking to hire globally and it helps to remove elements of bias! Using video on a temporary basis may mean that you incorporate it into your recruitment strategy as a permanent feature if it works well for your business.

However, it’s understandable that relying on technology to form such a crucial part of your recruitment strategy may raise questions. We’ve tried to answer some of them to make the whole process a lot simpler for everyone involved.

How will you interview?

There are two types of video interview that remain popular amongst employers. The first is a live video interview (essentially a video call) which works in the same way as a face-to-face interview just via a screen. It has all the benefits of meeting someone in person as you can evaluate their expressions, body language (to an extent) and sincerity around what they’re saying which can’t always be done over the phone.

Next is a pre-recorded or one-way video interview. Candidates will record answers to predetermined questions and send them back to an employer to review. This can be done via specific apps like Montage or InterviewStream, or you can simply ask candidates to send recordings over. With this method, the employer has a lot more control over the interview process. Do you give candidates the questions in advance and allow them to prepare? Do you set a time limit to the videos? Do you send a video so they can ‘meet’ you as well? Are all things to consider.

Whichever way you choose to conduct a video interview ensure that instructions are clear to candidates from the moment you invite them to interview. To create a better candidate experience there should be no room for surprise. Explain what is expected, what technology you will be using and how to contact you in the event of technical issues.

How will you avoid technical issues?

As with any technology, you can’t always guarantee that there will be no errors. For example, video interviews rely on strong internet connections for both parties which cannot be promised, the audio may drop out on you or the screen could become pixelated if the internet speed is slow, so patience is key.

While you can’t change things beyond your control one thing you can do is test a video interview before the candidate gets involved. Whichever platform you choose to use to conduct your video interviews, make sure you test it before you use it. This means you’ll be comfortable with its features and will avoid any embarrassing slip-ups mid-interview; like accidentally hanging up on your candidate! If things don’t run smoothly it may create a bad candidate experience and reflect poorly on your employer brand.

However, if all else fails, it’s a good idea to keep the candidates’ phone numbers on hand. If you run into unavoidable technical issues you need to make sure you can still get in touch with them to explain or even conduct a good old-fashioned phone interview. It never hurts to have a backup plan.

Where will you interview?

If you’re conducting a video interview, you’d expect the candidate to be in a quiet place with a good internet connection so you can see and hear them clearly, that’s not too much to ask. However, as an interviewee, the same rules apply.

Whether you’re working from home or you’re in the office, find a quiet spot that is distraction-free. While we always promote giving a candidate a feel for the business, that doesn’t mean they want to hear all the office goings-on behind you; an interview is not the time to learn what the team are having for lunch! Candidates probably don’t want to hear your dog barking either. Make sure you’re situated in a place where the candidate can have your undivided attention and you can have theirs’.

What questions will you ask?

Treat the video interview like any other interview, the only difference is the candidate isn’t physically in front of you. Ask the same questions you’d normally ask and monitor the quality of response in the same way. Like in a face-to-face interview, live chats can sometimes lead to more questions and going off-topic – that’s how conversation works! But as a rule, try to ask all candidates the same questions to even the playing field. If you’re opting for a pre-recorded, one-way video interview ensure that all candidates receive the same questions to make the process fair.

How should I prepare the candidate?

It’s vital to realise that while you may have become familiar with your chosen platform for conducting a video interview; the candidate may not be. Interviews are nerve-wracking things anyway without trying to get your head around a new platform. Let them know in advance how the interview will be conducted so they also have a chance to prepare, download any apps or create any logins.

Make sure the process of the interview is clear to create the best candidate experience. Explain the type of questions you will ask and give them an idea of timescale, so they have a better idea of what to expect. This should all be standard practice for face-to-face interviews but it’s even more important when you won’t be physically meeting the individuals you interview.

Some HR managers also like to send a video of themselves if you’re asking for pre-recorded video interviews. This breaks down the barriers and adds the personal touch, otherwise the candidate doesn’t feel the human elements; and no one wants to feel like they’re talking to a machine!

Keep these things in mind and you should be prepared to shift to a video interview strategy. The recruitment process doesn’t have to stop during a lockdown. By making the most of the technology available to us, we can make the best of a scary situation and keep hiring the best talent to drive our business forward from the comfort of our own homes. Who knows, this may become a permanent feature in your recruitment process which saves you both time and money!

7 Reasons Your Business Needs a Facebook Careers Page

When it comes to recruiting the best talent, Facebook is a useful tool that employers often overlook. However, with 73% of Millennials finding their latest role on a social network, there’s never been a better time to perfect your social media recruitment strategy.

Recently, many larger businesses have taken to making specialist social media pages and accounts for sourcing, recruitment marketing and encouraging candidate engagement.

Having a unique place where candidates can connect with your business differentiates candidates from customers and makes the recruitment process more interactive. Facebook is the perfect place to bring this to life. Don’t believe us? Here are our top reasons why you should consider making a specialist Facebook Careers Page for your business.

Segments your audience

Your customers and your potential employees aren’t always the same people. Most of the time, someone who wants to buy your products or invest in your services won’t care about job vacancies or what you’re like as an employer; and if they did, they’d be happy to follow your careers page too.

By having a separate Facebook page for people exclusively interested in working for you, you can divide content to ensure it is seen by the relevant people who are most likely to engage and apply. This is where you can show off how incredible you are to work for to people that truly care.

Plus, the Facebook algorithm favours content that gets the most engagement. Dividing your audience into consumers and candidates is a logical way to get more likes and comments, as you know there is interest in what you’re posting. This will ensure both your recruitment and sales messages reach a wider audience so it’s a win-win!

Strengthens your employer brand

Having a place to post content about your company culture to an audience that is solely interested in your workplace, mission and values will help to boost your employer brand. You’ll be able to showcase what goes on behind the scenes of your business, post employee profiles and give an insight into your perks or benefits, all whilst speaking to a highly engaged audience that is already interested in working for you.

A designated Facebook Careers page is the ideal place to push your employer brand and all that you stand for. It’s easy for candidates to find and means they don’t have to scroll through a tonne of sales messages to find what your office and culture are like. Also, having a specific space for employees and recruitment creates the impression that you’re dedicated to your staff and keeping them in the loop which is a huge plus for candidates.

Adds the personal touch

Social media always feels personal, no matter how large the audience is that you’re speaking to. It’s a direct way of talking to people. Having a dedicated Facebook page for your recruitment efforts means that you can: engage with candidates individually, respond to messages directly, in real-time and make them feel valued. Your messages from candidates won’t be mixed with messages from customers, making them much easier to manage and giving potential employees the attention they deserve.

All of this contributes to a positive candidate experience which will boost your employer brand. Even if a candidate is unsuccessful, they’re more likely to apply again or recommend you to a friend if you’ve been responsive and helpful.

Diverse recruitment pool

Facebook is the third most-visited website in the world with 2.41 billion active users, so you’ll struggle to find a wider and more diverse recruitment pool anywhere else. As Facebook is a global platform, advertising vacancies there can provide possibilities for over-seas candidates or people who wouldn’t normally consider you as an employer to apply. This gives great potential for diversity recruiting, advertising graduate hires or even filling the most niche of roles as the range of candidates available to you is huge.

More opportunity for passive candidates

70% of the workforce are passive candidates who aren’t actively looking for new opportunities, Facebook provides an ideal opportunity to communicate with these people. 82% of companies attract passive candidates by recruiting through social media because it’s a way to capture people’s attention in their downtime when they aren’t focused on work.

A well thought out social media recruitment marketing campaign that sparks someone’s interest as they’re scrolling, may just make them seriously consider a future at your company. Then if you can direct them to your recruitment page, they’ll find even more content to showcase how brilliant you are. 84% of people currently employed say they would consider leaving their job if another company with a better reputation came calling, so having content that enforces this reputation in the right place at the right time is vital for talent acquisition.

Simple Referrals

Social media platforms, especially Facebook, make it easy to tell friends and family about current vacancies.

Current employees or other candidates following your careers page may see a vacancy that isn’t right for them but is ideal for someone they know. Whether it’s sending a link through Facebook Messenger, sharing the vacancy to their followers or simply tagging them in a post, referring a friend for a job has never been so simple.

Hiring referred candidates tends to be faster, cheaper and give lower attrition rates because most of the time, they genuinely want to work for you. Remember, if someone engages with your post it will show to their friends too (thanks Facebook Algorithm) so your potential reach becomes higher with every tag or share.

Recruit faster

One of the biggest benefits of using a Facebook Careers page to advertise your vacancies is that, like all social media, it’s instant. Within seconds of posting a job to the page, your advert will be seen by interested, engaged and hopefully relevant people which should mean you’ll start seeing applications a lot sooner.

Some vacancies need to be filled faster than others and some require very specific skillsets, so having a pool of interested candidates at your fingertips is sure to speed things up and find you the right talent quickly.

So, is it time you made a Facebook careers page for your business? If you’re looking for a place to collate talent, promote your employer brand and make the recruitment process simple, then we highly recommend it. For more information or help with your recruitment marketing on social media, contact and our team will be in touch!

The importance of monitoring recruitment marketing campaigns

Our paid media blog series has so far consisted of discussion around its importance to recruitment, and how a shortage of knowledge is holding back the industry. However, as an increasing number of businesses are beginning to recognise the possibilities it can offer, we discuss the benefits of regularly monitoring recruitment marketing campaigns.

Reduces the likelihood of mistakes being made

Errors are possible when undertaking any assignment. It’s no different when setting up a paid media campaign. A plethora of potential pitfalls exist, which can be detrimental to campaign performance if not detected. Mistakes can happen when allocating budgets, selecting objectives or setting up targeting.

Absence of monitoring your campaign can mean such mistakes go unnoticed. As a result, you will be spending your budget ineffectively by targeting a less relevant audience. Ultimately, the campaign performance will fall short of your initial expectations.

Automation lowers your success ceiling

By opting to go down the route of automation, you’re limiting how well your campaign can perform. It can still offer a reasonable return with appropriate initial setup, but maximum effectiveness will prove elusive.

Monitoring enables you to regularly analyse how well a campaign is performing, in relation to the objective set. In recruitment marketing campaigns, the goal is likely to be either conversions (applications) or brand awareness. By delving into the performance, you can determine whether you’re making the most of your budget. If not, you can react quickly to solve this.

Allows for optimisation of the campaign

There are numerous strategies which can ensure you’re spending your budget effectively. The majority, if not all, involve monitoring the campaign as it progresses. By doing so, it enables you to optimise the campaign by making any changes which will improve performance.

One such change could concern your target audience. In recruitment marketing campaigns, you may find that the applications coming through are not quite hitting the mark for what you’re looking for, making it apparent that adjustments are required. It could be that the locations you’re targeting need a little refinement, or the general targeting criteria altering.

Additionally, it could be that the ads themselves need refreshing. The visuals may not be appealing to the audience, or the post copy may not be delivering the message powerfully enough. Depending on the length of the campaign, it can also be explained by ad fatigue. When your audience is being served the same ads on multiple occasions, they become less responsive to them.

Without being proactive in your approach, you’re failing to get the best out of your campaign. Assessing the performance and optimising the campaign regularly should result in more quality, relevant applications.

Similarities with managing the recruitment process

If you asked the majority of recruitment consultants to name the most important aspects of their job role, managing the end to end process would feature prominently. Even when you believe you’ve found the ideal candidate for your position, several potential dangers persist.

By not handling the process meticulously enough, you run the risk of losing that candidate. Examples of this involve arranging timely interviews, maintaining communication and ensuring all involved remain engaged throughout the hiring process.

Neglecting any of these can often result in a disappointing outcome. The candidate, who had seemed so promising, may not feel valued by your business and is likely to be attracted elsewhere. Similarities exist when running a marketing campaign. The initial concept and planning may be perfect, but without any monitoring once underway, you run the risk of falling short. By not reacting to the performance of your ads, you’re likely to be missing out on some top talent.

You don’t necessarily need to dedicate hours to analysing every aspect of your campaign but being diligent can make a monumental difference to your recruitment success.

Written by Tom Chapman, Digital Marketing Executive at Talent Works International. For more information, contact

The benefits of organisational meritocracy

What is a meritocracy?

A meritocracy refers to a workplace without hierarchy – essentially, everyone has the right to speak and the right to be heard. On this basis, employees who work hard and achieve results should progress based on their performance.

A relatively new concept, a meritocratic workplace does away with the idea that those who have served an organisation the longest or simply have the most years of experience, should work in higher-ranking roles. In a meritocratic organisation, employees are rewarded based on their achievements and nothing else, disregarding age, gender and any other discriminatory factors.

Over recent years, the concept of meritocracy has seen a considerable rise in modern workplace culture, in organisations that wish to leave behind the stuffy corporate culture of the past and embrace the future.

However, “it’s important to understand that a meritocracy is not a democracy. There is no “decision by consensus”; not everyone has a vote.” So, while everyone is heard, there is no responsibility to act on everyone’s opinions – that, of course, would result in a melting pot of far too many ideas.

Instead, a meritocratic culture is intended to make sure that every employee is valued. This is why it often works so well – the structure of an organisation does not become so flat as to overrule those voices who have the weight of experience.

To help you understand why so many companies are adopting a meritocratic culture, we’ve put together some of the top benefits of rewarding your hard workers.

Get ready for increased retention rates

Recognising high performance is a sure-fire way to ensure your employees stay with your organisation. For employees, there is nothing more demotivating than achieving excellent results for your company, only to realise that they are being overlooked due to their age or length of service.

After all, if an employee has only been with you for a short space of time, but they’ve achieved over, and above what you’ve asked of them, nothing is likely to prove your commitment to them more than rewarding them early.

Happy employees are motivated employees

According to 6Q, happy employees are more present, engaged and loyal. A meritocratic culture can result in happier employees because when their achievements are recognised, they feel their contribution is valued.

It’s common knowledge that working hard with no pay off will soon result in a lack of motivation. Employees who aren’t motivated are unlikely to care about your organisation and their role in it. As a result, they will achieve less, and eventually, move on.

A benefit to rival others

While a meritocratic culture is becoming more and more common, it is not yet the norm, and there are still many, often larger organisations with more traditional, hierarchical structures in place. This means that a meritocracy is a significant benefit, especially for more junior level employees – it implies a clear career path and significant chances for progression as long as they work hard.

This is often where smaller companies and startups have an advantage over larger companies with fixed policies and procedures. Where large organisations may struggle to overhaul their promotional systems and reward schemes, startups can implement a meritocratic structure from the very beginning. As a result, they are more likely to attract top talent and make quality, long-term hires.

How to make sure your meritocracy is fair

In a looser structure where there is the possibility for anyone to be promoted at any time, there is always a chance that some employees will be overlooked and still end up dissatisfied. Maybe some employees are just better at speaking up, or perhaps individual managers are better at recognising their employees’ achievements.

Whatever the issue, there are ways to make sure you do not keep rewarding the same people over and over again. For example, implement regular one-to-ones with team members to find out how they feel and cultivate an environment in which honesty is encouraged.

In meetings, give space to quieter employees who will not necessarily speak over other people to make themselves heard. As well as this, make sure managers have time to manage effectively. You cannot promote a meritocratic environment when some team members have proactive managers, and others have overworked managers who are unable to give their all to every member of their team.

Improving business success from the inside out

While a meritocracy isn’t always an easy structure to implement, research shows that organisations with happy employees have more business success. When implementing a meritocratic culture, there are many questions to be asked, such as how you recognise success and how you measure which voices carry more weight.

It’s important to keep asking questions, no matter how long you’ve cultivated a meritocratic workplace, to make sure that your employees are always at the heart of your answers. As long as they are, you’re on the right track to a productive, employee-led meritocracy.

How to run effective recruitment marketing campaigns

Companies competing for talent in a candidate-driven market, in an era of minimal attention span have got it harder than ever.

It seems like the expectation for everyone to be a marketer grows every day. From eye-catching, creative campaigns to seamless, technology-led candidate journeys, a marketing-centric approach to talent attraction is becoming a top priority for anyone hoping to appeal to the best candidates.

Where do most people fall short?

A simple oversight made by many organisations, both large and small, is the failure to recognise the interdependence of the marketing and the recruitment process. Companies might have the most cutting-edge creative campaigns in the highest traffic areas but may not be able to get back to candidates applying within a reasonable time.

Businesses may have a conscientious team of people recruiting but they might not be reaching the right candidates.  There can be many reasons for this, including advertising roles on job boards to people who have little resemblance to their ideal candidate persona.

Understanding your audience

There will never be a one-size-fits-all approach when it comes to recruiting, and nor should there be. Job fairs might not be right for your business, because they aren’t relevant to the type of candidate you’re hiring. For example, display stands at a job fair recruiting for experienced senior executives within financial services.

Having something in the way of a candidate persona can help guide marketing efforts and spend. If this is an area you’re unfamiliar with, you may consider outsourcing to a specialised agency, or teaming up your recruitment and marketing functions to consider how best to target your audience.

Delivering your message

Getting candidates’ attention is only the beginning. There are important stages in between getting the right message to the right person and making a hire.

Are the people you’re looking to hire more likely to listen to someone reaching out to them on LinkedIn? Are they busy, experienced contract executives who want a quick telephone conversation, or are they new graduates with a need for more guidance, and support?

A simple message is sometimes best, and while companies should look at a diverse range of media platforms, they should also not spread their message too thinly. Communicate your values and what you’re looking for clearly – a focused effort on the right medium for your organisation will have the most impact.

After all, why spend time posting your roles on Facebook when your company has a great employer brand presence on LinkedIn? Why post on a job board to recruit photographers when they’re more likely to use a platform like Instagram to showcase their work?

A little research goes a long way. Consider industry-specific job boards and forums, as well as industry events. Ahead of your next campaign, if you’re on the front line speaking to candidates, ask about where they’ve seen your advert or how they look for new opportunities. There’s always room for experimentation.

The candidate journey

An application process with a low-time commitment is likely to mean more applications, but also may require more manual checking of applicants than one with a lengthy form. If assessing a candidate’s telephone communication skills are more important than the amount of experience they have, that may not matter to your recruitment team.

If you have an applicant tracking system built into your website or careers page, you may find that a few highly engaged candidates are applying to your roles. However, you’re potentially missing out on those who are put off by a long application process, such as those in candidate-driven job markets. An example of this is people in roles highly in-demand such as software engineers and developers.

Beyond applications

Also, consider what happens once a candidate has applied – how long are they waiting before being contacted by the team? The impression you make on a candidate stretches far beyond an advertisement on a job board, or on social media. How they’re treated could mean the difference between them telling their peers about their negative candidate experience, versus them referring the ideal person.

Forgetting about things like this could ultimately increase your cost per hire as you’ll be wasting the money you’re spending whilst also diminishing the value of your employer brand, making it even more costly to reach potential candidates in the future.

Effective recruitment marketing campaigns are clear, concise and have been thought out from start to finish. Ultimately the success of a campaign will be just as dependent on how those qualified applicants are managed. Think holistically, and you’ll have the right people on board in no time.

RPO and in-house recruitment: What’s the difference?

When scaling your business, you will eventually reach a point at which your recruitment system isn’t enough to fulfil your sudden growing need for more people. At that point, you reach a junction in the road. Do you…

  1. Expand your in-house recruitment team?
  2. Work with an RPO provider?

Well, firstly, let’s explain the difference between the two options.

Recruitment Process Outsourcing (RPO)

RPO is a type of recruitment solution in which an organisation hands over the entirety of its recruitment processes to an external provider.

Otherwise, it can also be used when an organisation wants to outsource part of their recruitment processes, due to a sudden need to scale, or a need for specialist recruiters. For example, a non-tech organisation looking to expand its tech department might outsource its tech recruitment needs, but keep the rest of their processes inhouse. So, they can make use of an external provider’s talent pipelines, talent pools, and specialist recruitment knowledge.

In-house Recruitment

In-house recruitment is generally used by businesses large enough to have internal processes, but without the need to scale rapidly. Having an internal team can ensure recruiters know your business inside out and how to sell it to clients, guaranteeing good stakeholder management and intrinsic knowledge of cultural fit. As well as this, when you have an urgent need to recruit, an in-house recruitment team is right there, ready to start the process.

Which is better for your business?

Both recruitment methods have their benefits. Either could be a more suitable option depending on your business’ needs. For example, how many people need to be taken on, and how quickly? Are you hiring for a specific division that requires specialist recruiters?

Ultimately, both RPO and in-house recruitment are different approaches to a recruitment need. As such, they shouldn’t be compared side by side as if one is intrinsically better than the other. However, in certain situations, one will be more useful and achieve better results than the other.

When it comes to rapid scaling, RPO is the most efficient option for finding quality hires quickly while enhancing an organisations employer brand and recruitment processes.

There are several reasons for this. Primarily, they come down to the fact that an RPO provider is uniquely equipped to source the number of hires a scaling company needs while providing their expertise on talent attraction. 

After all, an RPO solution is not just a method to make hires.

Where utilising external recruiters in other circumstances may result in a “bums on seats” attitude, RPO is designed to provide a more specialised approach to recruitment. As a result, some RPO providers incorporate many different specialisms into their offering to provide a much broader solution to organisations looking to scale. For example, some RPO providers incorporate digital, creative, and insight specialisms into their services. As a consequence, RPO’s are equipped to achieve far more than an in-house recruitment team ever could.

An RPO can be reactive to your recruitment needs

RPO providers understand that often, employers are limited in their ability to predict how the market will affect their need to hire.

So, while an organisation might think they need a certain amount of hires, a turn in the market could mean that they need to scale their recruitment project down. Similarly, the market could turn in the other direction, causing the business to need even more hires.

How can an RPO react to changes in the market?

Scaling a project up or down is no problem for an RPO provider, which can easily add more recruiters to a project or take them off. That is the beauty of working with an agency that has a large number of recruiters at their fingertips. However, with an in-house solution, an organisation commits to a certain amount of recruiters and cannot provide a responsive service as recruitment needs increase or decrease. 

Naturally, a flexible, scalable RPO solution should save money overall by being able to provide the service needed at the time. Investing in an in-house recruitment solution can be costly without the ability to scale your recruitment project according to need.

As well as this, RPO recruiters are experts.

Many RPO providers will specialise in a particular field. This is good for them as it means they can concentrate on an area and become a formidable presence in that field. Similarly, it is good for employers as it means they have access to a solution that comes complete with specialised recruiters, in-depth industry knowledge, and a vast talent pool of potential candidates.

All these benefits can result in better quality hires, a reduced time-to-hire, and increased retention rates, as RPO recruiters have the time and resources needed to source the best candidates.

So, RPO or in-house recruitment?

In-house recruitment is ideal for large organisations with no urgent needs to scale rapidly. However, for businesses looking to grow and root themselves firmly in the market, with the best talent available, partnering with an RPO provider is the most effective solution to those pressing recruitment needs.

After all, what’s a business without good people? According to Marc Benioff, CEO of Salesforce, “acquiring the right talent is the most important key to growth.” So, as long as you have the right solution in place to source the talent you need, you can rest assured your business will continue to go from strength to strength.

Recruitment terminology: Defining those key words

Have you ever been in a meeting in which people keep throwing around an acronym, and you have no idea what it means? As the meeting goes on, it seems like you’ve left it far too long to ask. Post-meeting, you take to Google to try and work out what on earth everyone was talking about.

If you don’t work in recruitment day-to-day, the technical jargon used by people working in the field can become a bit of a headache. Those of us who work in recruitment can be guilty of throwing terms around and forgetting that people outside of the industry are unfamiliar with a lot of what we talk about.

So, we’ve defined some of the terms that we use regularly. Feel free to use this as a reference tool whenever you end up stuck in a meeting. Or, read up and prepare yourself ahead of time so that when you nod and smile at certain references, you actually mean it!


Simply put, RPO stands for Recruitment Process Outsourcing. This means outsourcing your recruitment processes. It really is what it sounds like.

The confusion around RPO often comes from a lack of understanding about the need for organisations to outsource their recruitment processes. Why would an external agency need to take on internal processes?

However, RPO can be used in a variety of circumstances, most notably when companies have a need to scale and their internal resources are not extensive enough for the job. As such, RPO’s are recruitment partnerships. The right RPO partner will improve an organisation’s recruitment processes overall, rather than merely making hires.

Employee Value Proposition

Your Employee Value Proposition is like your Employer Brand. However, it is directed towards your current employees and tends to be summarised with a statement. Essentially, your EVP is a promise. It states what you as an employer will offer your employees, and what you expect in return.

A strong EVP can transform your culture and, in turn, influence your employer brand. However, it must be truthful. An EVP should hold you to account. As we all know, false promises to employees can result in disengaged and demotivated employees. However, an EVP that holds your company to account can give your employees a sense of purpose and increase retention rates.

Talent Mapping

Organisations who utilise talent mapping think ahead so that they are prepared for the future. As such, talent mapping can be seen as a plan for growth.

During talent mapping, companies map out future vacancies, and recruiters scour the market to create a map of talent who could potentially take on specific roles. Planning your recruitment strategy so far in advance can lead to much more strategic hiring and, as a result, more long term hires.

Talent Pool

A talent pool refers to a network of potential talent. As recruiters reach out to so many people daily, they will inevitably build up an extensive network of connections within their particular field. So, if you’re working with a specialised tech recruiter, they are likely to have a large number of potential candidates they’ve reached out to and connected with previously.

This can be one of the many benefits of using specialised recruiters to fill your roles. Having access to a talent pool can significantly shorten your time-to-hire and result in more quality hires, thereby increasing retention rates. So, creating or having access to talent pools can be an invaluable resource.

Succession Planning

Talent Mapping can also benefit your current employees if they have the potential to be considered for more senior roles. Planning to fill future positions can give them an aim and knowledge that if they stay with your company for the long term, they will see the benefits.

Preparing and training your current employees to fill eventual roles is called succession planning and can ensure your future vacancies are filled internally.Succession planning can also include developing staff to fill in skills shortages, as well as identifying and developing future leaders of tomorrow.

Employer Brand

We suspect that this is one a lot of non-recruiters think they understand, but, deep down, are still a little confused by. This is because your Employer Brand is something you talk about, but it doesn’t have a physical representation. As such, it can be challenging to surmise, and a lot of conversation around Employer Branding ends up being metaphorical.

Ultimately, your Employer Branding is who you are as an employer. It’s your company’s personality. As a result, it gets interchanged with the word culture a lot because together, your employer brand and internal culture make up your environment. It’s who you are, how you do things, and communicates to candidates why they should apply to be a part of your business. 

As a result, your employer brand can be hard to define and difficult to measure. However, as we know, personality is everything.

Executive Search

The process of recruiting individuals for senior-level roles is often called headhunting, and is, in recruitment terms, known as executive search or, sometimes, retained search. This process is usually undertaken by specialist recruiters who are skilled in seeking out highly experienced talent, using a combination of sourcing techniques and in-depth interviews to identify the right candidate for a role.

If you have any queries about other recruitment terms you’ve heard, feel free to contact us at Otherwise, you can find out more about RPO in our RPO eBook.