How to attract the right talent

We recently hosted a lunch & learn with our internal specialists, discussing the current recruitment obstacles plaguing the UK and how they can be overcome.

If you missed the session, don't panic!

In this blog, we've highlighted a few of the key discussion points to help you optimise your recruitment. 

Optimise your job titles

Job titles are the first thing job seekers see, so choosing an effective and searchable title has a huge impact on the number of applications you will receive.

Many companies will stick to using their own internal job titles, which may not be helpful when advertising a role.

For example, the internal job title may be Waste Cleansing Operative (not a commonly used job title), so we would suggest changing it to something more recognisable like a Grounds Maintenance Operative or Estate Management Operative - something more recognisable used in the industry. 

This point also applies to avoiding jargon in job titles.

In the past, a job title I saw was HR Unicorn - yes, this was a real title...

However, choosing such an obscure and unknown title, while fun, will severely limit the number of people finding the ad.

Additionally, while the job title you choose may be applicable, it is worth really nailing the details if it is a niche role.

Say you are looking for an IT Project Manager. 

When advertising, don't simply put Project Manager as the main title and include IT within the advert; to get the correct candidate pool, in this scenario, the term IT within the job title will play a huge role in attracting the right people from the start. 

Always ask yourself: what will candidates be searching? 

Make compensation clear

Some companies prefer not to list the salary for the job role, instead opting for words like competitive and negotiable.

However, in the current climate, many candidates view these nondescript terms to mean that the salary is typically poor or below average.

It is so important to clearly display the salary when posting on job boards - some job boards allow candidates to filter their search and remove any companies which haven't advertised the salary.

We advise you to disclose the salary where possible or provide the bracket salary.

If unsure, a bracket salary is usually the safest bet as it provides the company flexibility, as you don't necessarily have to offer the max.

Additionally, a bracket salary can be helpful to avoid internal conflict, should you already have workers in the same role. 

Top tip: showcasing the salary range can also push your job ad into the next salary bracket filter on job boards, meaning you get in front of even more eyes. For instance, if you had a £28,000 role with a £3,000 bonus, you could list the role as up to £31,000, meaning those looking for between £30,000-£40,000 will also see the role as well as the £20,000 to £30,000 searchers.

Also, consider what else you can add to make the compensation more attractive - list things like bonuses, salary supplements and car allowances, as well as key benefits.

Promote flexibility

CIPD found that a growing number of organisations (66%) believe that it is important to provide flexible working as an option when advertising jobs - they see it as a way of attracting candidates while also tackling skill shortages.

Currently, 83% of organisations have some hybrid working in place and 45% of those have it as a formal contracted policy, while the others are either working on a policy or have an informal agreement.

When thinking about a new role, 71% of candidates say being able to have a flexible working pattern is important to them and 69% say the ability to work remotely is just as important.

So, companies aren't just competing on culture and salary, but also the ability for candidates to work from home.

It is so important to implement flexible working, if feasible, and promote the benefit in the adverts as it is a great selling point.

However, be concrete whether the role is fully remote or hybrid, and also ensure this is clearly put across to candidates.

You don't want someone halfway across the country applying if they are required to be in the office a couple of days each week.

HR professionals understand hybrid requires a split between office and home, but the average person often uses the terms hybrid and remote interchangeably. 

Top tip: be transparent and put in as much information as possible to avoid candidate confusion. Include whether the role has flexible hours and flexible days, and if it is full-time or part-time.

Additionally, we are starting to see a worrying trend where employers are listing roles as remote or hybrid to increase the number of applications but the role is actually in the office full-time.

This is an incredibly quick way to damage your reputation and the subsequent negatives will quickly outweigh any perceived benefits.

Recruitment is always changing

The world of recruitment is always changing.

HR professionals, recruiters and businesses must keep on top of best practice to remain competitive.

Hopefully, the above advice can be implemented into your processes to help with the current recruitment landscape.

For those seeking recruitment software to further optimise their processes, click here to view our solution.

We also have a handy guide, covering everything from the basics to how you can make your recruitment processes world-class.