An increase in the number of job seekers said they want to know and hear details on what makes a company “an attractive place to work.” This is even more important than knowing about the compensation and benefit that a company offers. This is a clear hint on what recruitment agencies should capitalise on. Even if your organisation’s culture may not need to be eye-poppingly unique, however you can still come up with a clear enough precision, that makes your job posts stand out from the rest.
Prior to working on a recruitment campaign and most importantly on the job posts. It is crucial to know whether your company’s culture needs some renovating or improvement. The key is clarity. Although the company culture is about the real experiences of employees, the top level leaders set the tone for everyone working in the company. CEO’s and other top executives of the companies should be aware that their choices will not only affect employees but the applicants as well.
So before you start working on a recruitment campaign, take an assessment; find out first whether your culture needs some renovating. What do current employees think about working with you? If certain criticisms come up a lot, set about righting them. How you work to improve your culture just so happens to reflect it–and job seekers will take note if you tell them about how you’re making it better all the time.
Listen to the employees. Every organisation or business has one immensely valuable resource for recruiting staring them in the face, but most don’t even know it. Simply by sharing their experiences, current employees can help give voice to an employer brand–one that’s genuine and personal. One company that gets this is the facilities management company Sodexo. “We have a long-standing commitment to making the hiring process as easy as possible for job seekers,” Arie Ball, vice president of talent acquisition, recently told me
Honesty is just as important for recruitment agencies as it is for job seekers. Say you’re considering a strong candidate for an food processing role but realise over the course of conversation that they’re passionate about role but don’t have the right certifications. You have that that position open and know they’ve got what it takes to excel there, you need to let give them the chance and support them to further their qualifications if you know they are there for the long haul.
As a recruiter First Personnel have a great deal of experience interviewing and screening candidates. We can act as the 1st, 2nd and 3rd stage of your interview process and provide you with pre-screened and appropriate candidates. It’s our business! This leaves you to just select the ones you want and monitor their performance!! (Five stages are Sourcing, Screening, Evaluating, Selecting and Monitoring.) Give us a call on 1800 510 640.