What do you do if your recruiting efforts are falling flat and you need a boost?

Don't just look at an overall employer brand and EVP, you also need to look at sub-propositions at a local level. The reasons people want to join the company/organisation might differ to why people want to join at a more granular local level, especially if a team has underrperesentation that the company overall doesn't or if they're trying to target a particular group of disadvantaged people. You also need to ensure everyone in the team or at the very least the hiring manager takes ownership of the brand work too by posting and speaking on e.g. LinkedIn etc.

When your recruiting efforts seem to be hitting a wall, it might be time to take a hard look at your employer branding. How does the market perceive your company? Is your value proposition clear and appealing to potential candidates? Revamping your branding can involve updating your career page, showcasing employee testimonials, and highlighting your company culture through social media. Remember, candidates are not just looking for a job; they're looking for a place where they feel they can belong and grow. Make sure your branding accurately reflects the unique aspects and benefits of working with your organization.

If recruiting efforts falter, consider reassessing job descriptions, refining candidate sourcing strategies, enhancing employer branding, leveraging employee referrals, and exploring partnerships with recruitment agencies.

1. Analyze past recruitment strategies to identify areas for improvement. 2. Consider expanding sourcing channels to reach a wider pool of candidates. 3. Collaborate with marketing to enhance employer branding and attract top talent. 4. Engage current employees in referral programs to tap into their networks. 5. Seek advice from industry peers or mentors for fresh perspectives and new ideas.

A strong employer brand acts as a beacon to attract talent that resonates with your company's ethos. It's essential to articulate your EVP with clarity and enthusiasm, as it serves as a key differentiator in the marketplace. By showcasing real stories and testimonials from current employees about growth and culture, you can create an authentic and engaging narrative that appeals to potential candidates. Remember, a well-crafted employer brand not only draws in applicants but also helps retain existing talent by reinforcing their decision to be part of your organization.

I'm pretty sure every recruiter on here will know what an ATS is but do we always have an opportunity to use a great ATS? Not always, especially not in the public sector. ATS's and other technologies like screening tools etc are great but you also need to ensure your user journeys and processes are updated first. I've been through a procurement exercise where we just mapped out our current processes which meant the new system was designed around inefficient processes. Produce an SOP, conduct a RACI analysis, map out user processes and workflows then conduct focus groups to try and understand where efficiencies and changes can be made. Then and only then can you look at acquiring a new ATS.

If your recruitment process feels outdated, leveraging new technology can provide the necessary boost. From AI-powered screening tools to sophisticated applicant tracking systems, technology can streamline many aspects of recruiting, making it faster and more efficient. Consider adopting platforms that help with sourcing candidates, scheduling interviews, and maintaining a database of potential hires. It’s also worth exploring social media and professional networks for talent scouting. The right technology can expand your reach and ensure you’re not missing out on top talent.

It's crucial to tailor your outreach strategy. Make candidates feel valued through personalized communication. Utilize data to pinpoint where your ideal candidates are active online, directing your messaging accordingly. Engage with industry-related professional groups and forums to enhance visibility and forge connections, optimizing your outreach efforts for maximum effectiveness.

Sometimes, the problem isn't with the quantity of your efforts but with their quality. Optimizing your outreach means being strategic about how you connect with potential candidates. Personalize your communication to make it more engaging. Use data to understand where your ideal candidates spend their time and tailor your messages accordingly. It’s also crucial to ensure that your outreach efforts highlight what makes your company a great place to work. By refining your approach to outreach, you can improve the quality of your applicant pool significantly.

In London, you can make use of Council-run employment services who can give you a doorway to their residents and local communities - either through promoting your opportunities through their newsletters, running pre-screening sessions and/or attending job fairs they will run at least once or twice a year. It's a great reach to pitch to people and more effective sometimes than just an online advert. Afterall, people buy people. Make sure if you're attending any careers fair, you have a mixture of representation between hiring managers and HR/recruitment/TA .

A critical yet often overlooked aspect of the recruiting process is the interview stage. If your interviews are too generic, superficial, or intimidating, you might be failing to attract or identify the best candidates. Take time to refine your interview process. Ensure that it not only assesses a candidate's skills and experience but also explores their fit with your company culture. Consider including team members from different levels of your organization in the interview process to provide a more comprehensive view of your company. A well-thought-out interview process can help you identify and attract candidates who are truly a good match.

Apart from the mentioned steps, consider Conducting candidate surveys: Gather feedback & look for areas for improvement in recruitment process. Implementing employee referral programs: Encourage current employees to refer qualified candidates, leveraging their networks and boosting engagement. Partnering with educational institutions: Forge partnerships with universities or vocational schools to tap into emerging talent pools and offer internships if possible. Offering competitive benefits and perks: Review and enhance your compensation packages. Exploring alternative channels beyond traditional methods and consider platforms like social media, job fairs, or industry-specific events to connect with potential hires.

Reframe the issue :What is that your falling flat at ...?? When you identify the issue half of the problem is resolved and we are closer to the target.The way we define the issue might be preventing us from coming up with a solution.We should try to reframe the issue or approach it from a fresh perspective. It’s critical to consider failure as a chance to improve.