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Recruitment Agencies Are a Rip-Off! Here Are 6 Ways to Attract Top Talent Without Them

hello@thisishr.com (John Edwards) — Wed, 25 Sep 2024 11:52:55 GMT

At This Is HR, we help companies like yours take control of their recruitment process and avoid the high fees charged by traditional recruitment agencies. The key is simple: manage your hiring internally with your branding front and centre—not the agencies'. That's exactly what we do for our clients - we act as their in-house recruiter just without the overheads. Here’s a step-by-step guide to how we consistently attract top talent and supercharge their internal recruitment, and with enough time and resource you can use this approach too.

1. �� Post Captivating Job Adverts on LinkedIn

LinkedIn remains one of the best platforms for talent acquisition. But don’t expect a single post to do all the work. Craft job ads that highlight what makes your company unique, and stay active on the platform by sharing content and engaging with your audience. Combine this with other strategies to increase your reach.

Pro Tip: Use engaging headlines, highlight company culture, and avoid generic job descriptions.

2. �� Leverage Leading Job Boards and Google Jobs

Why let agencies plaster their branding all over your jobs? Instead, use popular job boards like Indeed, Reed, CVLibrary, and Google Jobs to post ads with your own branding front and centre. By controlling your brand’s message, you’ll attract candidates who are genuinely interested in working with you—not just filling a vacancy.

Pro Tip: Optimize your job ads for SEO to ensure they rank well on job search engines. This simple tweak can boost visibility.

3. �� Build & Manage an Authentic Careers Page that Showcases Your Employer Brand

A stale, generic job ad won’t cut it. Candidates today want to get a feel for your company culture and values before they even consider applying. Your careers page is your chance to stand out. Make it a place where potential candidates can see your mission, values, and the benefits of working with you. Use employee testimonials, videos, and visuals that reflect what it’s like to be part of your team.

Why it works: An authentic careers page builds trust and attracts candidates aligned with your company culture, which improves retention.

4. �� Search for Top Talent EVERY DAY

Talent won’t just come knocking at your door. You need to be proactive. Set aside time daily to search for candidates on LinkedIn, job boards, and even industry forums. Reaching out directly, especially to active job seekers, puts you ahead of competitors who rely on applicants to come to them.

Action Step: Build an exclusive talent pipeline for YOU so you stop relying on the agencies' candidate talent pool

5. �� Engage Top Industry Talent, Even If They Aren’t Actively Looking

Headhunting sounds intimidating, but it’s nothing more than proactive outreach. Identify key players in your industry and reach out, even if they’re not on the job hunt. By building relationships with top talent now, you’ll be the first place they consider when they are ready to make a move.

How to do it: Build a campaign. A single, generic message won’t cut it. Personalize your outreach for each candidate, and if they don’t respond right away, follow up to build rapport and keep the conversation going. Persistence and personalization are key to attracting top talent.

6. �� Utilize the Latest Recruitment Tech

The right tech can make a huge difference. AI tools can help you identify talent faster, and intuitive ATS systems can automate much of the recruitment process. By streamlining your recruitment, you save time and improve efficiency, making it easier to stay on top of your hiring needs.

Tech to try: LinkedIn recruiter licences, AI-powered platforms that scan CVs, intuitive ATS systems like Loxo that can also double up as a sourcing and outreach tool are highly effective.

At This Is HR, we deliver all the strategies outlined above, enabling companies to take charge of their recruitment process with confidence. Our flat-fee subscription model ensures you get a market-leading talent acquisition system, without any hidden fees or surprise costs. Best of all, you can hire as many people as you need, as everything is covered under one simple, affordable rate.

Ready to revolutionise your recruitment? Check out our website or drop us a message!

The Power of Social Media Announcements for New Employees

hello@thisishr.com (John Edwards) — Tue, 30 Jul 2024 22:09:16 GMT

"Your network is your net worth." - Porter Gale

As a recruitment leader, we understand the importance of building a strong employer brand and reaching top talent in the market. One effective yet often overlooked strategy is encouraging your new hires to announce their move on LinkedIn and other social media platforms. Let's dive into why this simple step can yield significant benefits for your company.

�� Amplifying Your Employer Brand

When a new employee shares that they’ve joined your company, it does more than just inform their network of their career move. It acts as a powerful endorsement of your brand. These posts often get likes, comments, and shares, which can exponentially increase your company's visibility. Think of it as free advertising that highlights your company as an attractive place to work.

�� Attracting Top Talent

Good candidates know good candidates. When your new hire posts about their new role, it catches the attention of their network, many of whom may also be potential candidates. This can lead to inquiries and applications from other skilled professionals looking for new opportunities. Essentially, you’re leveraging your new hire’s network to tap into a broader talent pool.

�� Building Trust and Credibility

When potential candidates see positive posts about your company, it builds trust and credibility. They are more likely to consider your company as a desirable place to work if they see genuine endorsements from current employees. This can be particularly effective in industries where word-of-mouth and reputation play a critical role in the recruitment process.

�� Encouraging Engagement and Referrals

A social media post from your new employee can encourage engagement not just from their network but also from your current employees. It creates a buzz within the company and can prompt other employees to share their positive experiences as well.

How to Encourage Social Media Announcements

Onboarding Guidance: Include a segment in your onboarding process that encourages new hires to share their exciting news on social media. Provide them with a template or example post to make it easier.
Highlight Your Brand: Make sure they mention a bit about your company, its culture, and any open positions. This helps spread the word that your company is growing and actively hiring.
Showcase Opportunities: Encourage them to include a call to action, such as “Check out our open roles at [Company Website]” or “Feel free to reach out to me if you’re interested in joining our amazing team.”

Example Post

Here’s an example of what a new hire’s post might look like:

"Excited to announce that I’ve joined the [Company Name] team as a [Job Title]! Thrilled to be part of such an innovative and supportive company. If you’re looking for new opportunities, check out [Company Name]’s open roles at [Company Website]. Feel free to reach out if you’re interested!"

Conclusion

Encouraging your new hires to announce their move on LinkedIn and other social platforms is a simple yet effective strategy to enhance your employer brand, attract top talent, and build trust within the candidate market. It’s a win-win situation: your new employees get to share their exciting news, and you get to benefit from the increased visibility and potential referrals.

So, next time you bring a new team member on board, don’t forget to ask them to share their good news with the world. It’s a small step that can lead to big rewards for your recruitment efforts.

Counter Offers: Unmasking the Illusion of Success in Career Decisions

john@thisishr.com (John Edwards) — Fri, 20 Oct 2023 09:33:24 GMT

"Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful." - Albert Schweitzer

In the landscape of career progression and job hunting, counter offers often serve as pivotal moments. When employees prepare to depart, companies might present counter offers, typically featuring a higher wage, trying to lure them back with a financial carrot. But before being dazzled by dollar signs, one should weigh the long-term implications. In this post, we'll dive deep into the reasons why embracing counter offers might not be a golden choice, focusing on potential downfalls and the challenges of mending a fractured trust.

�� The Panic of Counter Offers : Counter offers typically emerge from a space of urgency. Companies dread losing a valuable team member, pushing them to extreme lengths to keep them onboard. A bigger paycheck might look inviting, but remember: job contentment isn't just about money. It's also about the workplace environment, opportunities for growth, and alignment with one's goals. Accepting based just on a cash incentive might pave the way to future regrets.

�� Promises vs. Reality : In the heat of the moment, employers might present a plethora of improvements — be it a promotion, additional tasks, or better perks. But one must question: Are these promises genuine and realistic? Many counter offers arise as knee-jerk reactions without much forethought. Once the initial chaos fades, companies might find it challenging to deliver on these promises, leaving the employee disheartened and leading to further friction.

�� Healing the Break in Trust : Embracing a counter offer might crack the trust foundation between the worker and the organization. Team members and leaders might see the employee as someone who could leave any moment, raising doubts over their devotion. Though the heightened salary might bring transient relief, its long-term impacts can be hefty. Re-establishing trust demands dedication, consistency, and a constant display of the employee's commitment to the firm.

�� Focus on Long-Term Goals : Instead of getting swayed by the immediate benefits of a counter offer, one should gaze at their broader career aspirations. Taking up a counter offer could postpone growth possibilities outside the current firm. It's essential to introspect if the counter offer resonates with one's ambitions and if the current job provides the foundation for professional evolution. Sometimes, branching out and embracing fresh challenges can open doors to richer experiences and a fulfilling career.

�� In Conclusion : Echoing the words of Albert Schweitzer, the key to true success is deriving joy from your work. Faced with a counter offer? Remember to balance factors like job contentment, prospects for growth, and how they sync with your passions. A counter offer might give a momentary financial boost but may neglect the deeper concerns, potentially souring the bond between employee and employer. For authentic triumph, embrace Schweitzer's wisdom: seek avenues that offer genuine joy. This approach will not only match your ambitions but also foster lasting growth and personal development. ��

From Virtual Interviews to Virtual Reality: The Eerie yet Hopeful Future of Recruitment Technology

john@thisishr.com (John Edwards) — Fri, 20 Oct 2023 09:20:09 GMT

In the midst of the digital era, innovative technology continues to revolutionize the recruitment landscape, subtly reshaping the roles of employers and candidates. This journey explores the present state of recruitment technology and then ventures into the future's promising prospects.

�� The Era of Video Interviews

The recruitment realm's current era is significantly influenced by video interviewing. This technology, skyrocketing amidst the rise of remote work, allows a comprehensive evaluation of candidates, assessing body language, communication skills, and overall demeanor. As video interviewing becomes more nuanced, we might soon see features like real-time AI-enabled emotion and engagement analysis to further understand candidate responses.

�� AI: Game Changers in Recruitment

Artificial Intelligence (AI) is a driving force in reshaping multiple aspects of recruitment. AI technology can parse job descriptions, identifying critical skills and qualifications, matching skills to jobs, and more. This presents a challenge for employers in verifying the authenticity of AI-generated CVs. Best practices suggest designing in-depth interview questions based on the CV and using reference checks to verify past experiences.

☁️ Cloud-Based HR Platforms: The Future is Here

Cloud-based HR platforms are the cornerstone of modern recruitment processes. These platforms centralize all recruitment activities, from job postings to tracking candidate progress. They also enable real-time data analysis and reporting, streamlining HR functions.

�� Natural Language Processing (NLP): The Power of Language

NLP can analyze job descriptions for potential gender bias or off-putting language, thus aiding companies in creating inclusive job ads. Future applications may include sentiment analysis to measure a candidate's enthusiasm and interest based on their responses.

�� Remote Onboarding: Bridging Distances

In the remote work era, remote onboarding platforms are essential. They allow employers to onboard new employees seamlessly, from training materials to video introductions, all from their homes. As remote work trends rise, these platforms will become even more advanced.

�� The Future?

�� Blockchain and Predictive Analytics : Enhancing transparency, security, and decision-making in recruitment.
�� Augmented and Virtual Reality (AR/VR) : Practical skill assessments, interactive insights into potential workplaces, and virtual workspaces and interviews.

From video interviews to the enticing potentials of AR and VR, recruitment technology is ever-evolving. The future foretells a recruitment process that's efficient, tailored, and interactive, aiming to seamlessly connect candidates with roles. As we move forward in this tech-driven age, both employers and candidates will uncover new opportunities and challenges, mutually influencing the evolving world.

Successfully Offering a Candidate: Best Practices for Increasing Acceptance Rates

john@thisishr.com (John Edwards) — Fri, 20 Oct 2023 09:12:39 GMT

Successfully Offering a Candidate: Best Practices for Increasing Acceptance Rates

Offering a candidate a job is a critical stage in the recruitment process that requires careful consideration and strategic planning. In this blog post, we will explore key points and best practices to follow when offering a candidate a position, with a focus on increasing acceptance rates. By implementing these strategies, organizations can attract top talent and secure their commitment to drive success.

�� Gaining Market Insights: Begin by conducting thorough market research to gain valuable insights into the industry and position. This research allows you to benchmark the role, understand market demand, and identify opportunities and challenges. By aligning your offer with market trends and candidate expectations, you increase the chances of acceptance.

Quote: "Understanding the market landscape is crucial in crafting an offer that stands out to candidates."

�� Trial Closing Throughout the Process: Engage in trial closing throughout the recruitment process to continuously gauge the candidate's interest, address concerns, and align expectations. Regular communication and feedback loops build trust, ensure transparency, and minimize the risk of last-minute rejections. By proactively addressing any potential hesitations, you increase the candidate's confidence in accepting the offer.

�� Understanding the Cost of Not Offering What the Candidate Wants: Evaluate the potential consequences of not meeting the candidate's expectations. Consider the cost of losing the candidate to other job opportunities, having to restart the recruitment process, or experiencing delays in critical projects due to staff shortage. By understanding the repercussions of not offering what the candidate wants, you can tailor the offer to align with their needs and increase the likelihood of acceptance.

�� Building a Strong Employer Brand: Invest in building a compelling employer brand that showcases your organization's unique culture, values, and employee experiences. Highlight opportunities for growth, work-life balance initiatives, and employee testimonials. A strong employer brand attracts top talent and increases the acceptance rate of offers.

Statistic: According to a study by Glassdoor, up to 89% of job seekers would reject a job offer from a company with a bad reputation, even if they were unemployed.

�� Crafting a Competitive Offer: Develop a comprehensive offer package that aligns with the candidate's needs and motivations. Conduct salary benchmarking to ensure competitive compensation. Highlight unique aspects of the role, such as exciting projects, career advancement prospects, and a supportive work culture. Personalize the offer to demonstrate the organization's commitment to the candidate's success.

�� Effective Negotiation Skills: Engage in open and constructive negotiations to find mutually beneficial terms. Actively listen to the candidate's concerns and priorities, and find creative solutions to address any gaps between expectations. By demonstrating flexibility and willingness to accommodate reasonable requests, you enhance the chances of securing acceptance.

⏰ Timely Decision-Making: Avoid losing top talent to other offers by streamlining the decision-making process. Communicate the offer promptly and provide a clear timeline for the candidate to make a decision. Delayed decision-making can lead to candidate disengagement and potential acceptance of other opportunities.

�� Personalized Communication and Engagement: Maintain personalized and transparent communication throughout the offer process. Tailor your messages to address the candidate's specific interests, concerns, and aspirations. Promptly respond to inquiries, provide regular updates, and demonstrate genuine interest in the candidate. Building a strong rapport enhances the candidate's overall experience and increases the likelihood of accepting the offer.

�� Implementing Effective Onboarding Processes: Once the offer is accepted, focus on implementing effective onboarding processes to ensure a smooth transition for the new employee. Provide clear instructions and guidance before their start date, including details on the first day's agenda, required documents, and any pre-reading material. Assign a mentor or buddy to support the new employee during their initial days, helping them navigate the organization's culture and processes. Conduct comprehensive orientation sessions to familiarize the employee with company policies, values, and expectations. Facilitate introductions to team members and key stakeholders, allowing the new employee to build relationships and feel welcomed. Providing ongoing support and regular check-ins during the initial months demonstrates the organization's commitment to their success.

Quote: "Effective onboarding sets the foundation for a successful employee journey and reduces the risk of early attrition."

�� Continuous Improvement: Regularly assess your recruitment and offer processes to identify areas for improvement. Gather feedback from candidates who declined offers to gain insights into their decision-making process. Analyze acceptance rates to identify patterns and trends. Adapt your strategies based on feedback and market dynamics. Continuous improvement ensures that your offering process remains relevant, competitive, and effective.

Conclusion: Successfully offering a candidate a position requires a strategic approach that considers gaining market insights, trial closing, understanding the cost of not meeting candidate expectations, building a strong employer brand, crafting a competitive offer, effective negotiation, timely decision-making, personalized communication, conducting reference checks, implementing effective onboarding processes, and continuous improvement. By following these best practices, organizations can increase acceptance rates, attract top talent, and set the stage for a successful employee experience. Remember, every candidate interaction is an opportunity to create a positive impression and foster long-term engagement.

thisishr

Recruitment Agencies Are a Rip-Off! Here Are 6 Ways to Attract Top Talent Without Them

1. �� Post Captivating Job Adverts on LinkedIn

2. �� Leverage Leading Job Boards and Google Jobs

3. �� Build & Manage an Authentic Careers Page that Showcases Your Employer Brand

4. �� Search for Top Talent EVERY DAY

5. �� Engage Top Industry Talent, Even If They Aren’t Actively Looking

6. �� Utilize the Latest Recruitment Tech

The Power of Social Media Announcements for New Employees

�� Amplifying Your Employer Brand

�� Attracting Top Talent

�� Building Trust and Credibility

�� Encouraging Engagement and Referrals

How to Encourage Social Media Announcements

Example Post

Conclusion

Counter Offers: Unmasking the Illusion of Success in Career Decisions

​"Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful." - Albert Schweitzer

From Virtual Interviews to Virtual Reality: The Eerie yet Hopeful Future of Recruitment Technology

Successfully Offering a Candidate: Best Practices for Increasing Acceptance Rates

Successfully Offering a Candidate: Best Practices for Increasing Acceptance Rates

"Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful." - Albert Schweitzer