How well are you using your company’s vision, values and goals as a way to stand out when recruiting new talent? Attracting the best and brightest to your company means being prepared to meet candidates’ needs on a multitude of levels, from financial to emotional to social to intellectual. It’s no longer enough to just offer a salary, job title and shiny sales pitch, and assume
From a recruiter’s perspective, one of the most common reasons people come to us to seek a new role is because they don’t like their boss. That reason is often higher up the list than salary, brand recognition, status or any other reason at the moment. So, it stands to reason that at least some of the
Your new employee now wears your company kit, but don’t assume they know how to play for the team. Day one and your new employee is at their desk (remote or otherwise) and raring to go. However, before you put their file in the completed box and move on to the next hire, take a moment to assess if you have given them the tools
Great Expectations or What the Dickens? – how to keep employees engaged throughout the onboarding process “We’re delighted you’ve accepted the offer. Someone will be in touch towards the end of your 3-month notice period to give you day one information. Look forward to working with you.” Well that might be okay if you’re able to
Using employees’ positive feedback is more powerful than client, press or industry praise when attracting talent to your teams. Your company has won industry awards, the written testimonials from your clients are glowing, your products are voted best in category, and you have accreditations from all manner of places. Your employees must be delighted?…. Not necessarily. And if
Friends with benefits: how to use internal reward schemes to hire directly When you’re thinking of hiring into your team, there are several options to consider before pressing go on that recruitment agency briefing call. Whilst a recruiter will have a strong network outside of your business that they can lean into to find candidates for you, there is
In a homogenised market, price is king: learn how to promote flexible benefits as a way to attract the best candidates without getting into a bidding war Have you ever walked into a phone shop and tried to buy a new phone? Confusing isn’t it. So many options available and essentially they all offer you the same features – talking,
Do you know the difference between a linear career path and three-dimensional career progression? Your employees certainly do. When you make an offer to a candidate to work at your business, do you talk to them about their individual career progression, or do you just explain the career path that the company offers? That may sound like the same thing to you, but
…but how do you make sure you are really seeing and not just looking from a distance? We live in a feedback-obsessed review culture. Everywhere we go, everything we do, everyone we meet, we’re constantly asking “how was that?” “what did you think?” “would you recommend it?” From eating lunch to going on holiday to buying a
If you don’t walk that journey with them, they’ll keep on walking right out the door. Imagine the scene: you’ve bought yourself a nice new pot plant for your office. You pop it down in the corner and feel pretty proud of yourself for snapping up such a lovely addition to the room. So you head off
