#SHOULD HAVE GONE TO CROOTON

We're absolutely buzzing to introduce our new newsletter, 'SHOULD HAVE GONE TO CROOTON' So, what's inside? We'll be serving up bite-sized wisdom from industry leaders, exclusive viewpoints straight from our insight magazine 'untapped,' and taking a look at how we've cracked some of the toughest recruitment challenges. Plus, we'll delve into the industry's highs, lows, and the downright unexpected along the way.

A WORD FROM THE WISE

So we start with a word from the wise with a note on the changing shape of recruitment.

Now, no offence to all us folk in the industry but let’s be honest, sometimes there's too much focus on the number of applications submitted for job roles rather than quality. But this can be a huge false economy, as in reality, there's an awful number of applications that are just simply way off brief. And wading through huge numbers of applications from a TA point of view is irksome. Interestingly, in the first edition of untapped, we heard from Potential Park, who have data points that show a shift in search behaviour from jobseekers. So not only are recruiters tired of this method of engaging with jobseekers, but so are candidates. In reality, will there be a gradual farewell of traditional search methodologies, giving rise to a new era characterised by engaging conversations?

Modern job seekers are accustomed to the convenience?of tailored recommendations - even more so with AI and they seek employment ?opportunities that align effortlessly with their aspirations.?Yet, amidst the deluge of content saturating?the digital sphere, employers face a formidable challenge. While the allure of readily available answers beckons, the discerning talent of today demands more than mere?information—they crave meaningful engagement and?authentic narratives.?

Recognising this trend, should employers shift their approach from broadcasting information to initiating conversations that invite candidates to actively engage and learn more??The research points towards a transformation that hinges on three fundamental principles—the ABCs of authentic, believable, and connected communication.?

• Authenticity: Show the reality of working with your workplace to give candidates a genuine insight into your company culture.
• Believability: Be transparent and honest about your strengths and challenges to earn candidates’ trust.
• Connectivity: Build direct relationships with candidates through meaningful engagement and interaction.

And finally, here's a shameless plug for crooton - it is our newsletter after all :))

From our perspective, we're keen to leverage the recruitment ABCs, to make for a better process and experience on both sides. Leveraging our suite of GeoHire? products and geo-targeting technology, we make sure we advertise to a pool of potential candidates where they are. We go beyond just filling positions by helping our clients build authentic and meaningful campaigns that resonate and will reach the right candidates. We integrate DEI into our process, ensuring that the opportunities we present are inclusive and truly reflective of diverse talent.

For the full story, take a look here

A MOST REMARKABLE MIND

In a world flooded with information, finding inspiration and valuable insights can feel like searching for a needle in a haystack. That’s where Guy Kawasaki’s Remarkable People Podcast comes in, offering a treasure trove of wisdom and inspiration from some of the most remarkable individuals on the planet.

We were fortunate enough to interview Guy Kawasaki. Kawasaki writer, speaker and podcaster, former software evangelist in the Macintosh division of Apple and Chief Evangelist of Canva talks about the importance of making a difference, and having an impact that really and truly matters in life; to be remarkable. If you've a spare moment, this article is well worth a read . ??https://lnkd.in/gUgZ2t6Q

CROOTON CRACKS THE CASE

AN EXAMPLE HIRING CHALLENGE

One Care Assistant Role: 100 applications reviewed, 25 selected, and 7 interviews conducted.

crooton loves recruitment challenges and one great example are roles in social care. Social care is challenging because it requires potential candidates to be able to balance emotional resilience with the complexities of meeting diverse individual needs, and the level of commitment and hours required in such roles. The sector demands a high level of compassion, and adaptability. It's not just about pay, but it's about the lack of perception that there are career paths available in social care that can make it difficult to fill positions.

Recently we interviewed one of our clients, Mitchell Liddell, Director of Recruitment, Barchester, for our Untapped magazine. Barchester, has more than 250 care homes, six independent hospitals and 17,000 employees. They are early adopters of technology in recruitment and also of the understanding 'relevancy' of the candidate applying rather than simple volume of applications. Instead they've tried to apply some key relevancy criteria. As Mitchell says, they need to understand "what does the candidate mean for us and what kind of person are we looking for?"

He continues: "If there's a better way or the right way to do it, let's go and do that rather than just following everybody else."

For the full article, see untapped magazine here .

LOOK OUT FOR OUR NEWSLETTER EVERY TWO WEEKS.

WWW.CROOTON.CO.UK