Employer Tools

Employer Tools

Digital developments, particularly social networking sites such as LinkedIn providing a host of resourcing tools and greater access to large networks of potential candidates, has sparked debate about the uncertainty of the future of the recruitment industry.

The job boards must be relieved by the shift in attention to recruitment agencies given that the rise of social media ignited the ‘death to job boards’ debate many years previously.

The fact is that without the relevant experience to help you harness these candidate rich tools in order to maximise their potential, the pressure on hiring managers and HR teams to deliver in the most cost effective way remains.

Professional and experienced recruitment agencies offer significant benefits. Working alongside consultants who have developed years of experience and insight into a particular market means you are able to tap into those specialist skills and the expert services they can provide - including candidate screening, filtering and profiling.

You also have the opportunity of sourcing candidates from specialist talent pools that are simply unavailable via other methods of recruitment - ensuring you're much more likely to find the individual that can deliver the greatest ROI and performance.

How to develop an effective added-value relationship

The key to a successful professional relationship is no industry secret. As with most relationships, it’s about effective two-way communication. This is essential in ensuring both parties are kept informed as to the development and progress of the recruitment strategy by keeping an open and honest dialogue between yourselves and your consultant.

Identifying objectives and goals will help to establish a foundation of shared trust imperative to a successful recruitment process.

It’s about mutual engagement and buy-in to prioritise quality over quantity. This means developing realistic and reasonable expectations of the recruitment process - especially for niche or hard-to-fill positions.

Be flexible and open to advice from professionals who understand the industry they specialise in because the placement is as important to them as it is to you.

What we can offer

At Zen Recruitment we specialise in a wide range of industries with a wealth of experience and a diverse talent-base that allows us to provide your organisation with expert advice and insights through a personal and consultative approach.

Contact us today to find out more about how we can assist with your recruitment objectives.

Positive employer branding through social media

An essential part of the candidate attraction process is ensuring a positive brand experience when potential employees research you online. As much as you’re using various social media sites to screen candidates pre-interview, they too are consulting their networks and resources to vet you as a future employer.

We’ve compiled some simple steps to help ensure potential employees are enthusiastic and not alarmed at the prospect of joining your organisation.

Commit to an online presence

Visibility and interaction online is essential to attract top talent to your organisation. People want to work for an organisation they’ve heard of and a name they trust. When information about your company and industry is readily available online, promoting your brand across digital channels is essential to engage and connect with existing and future employees.

Are you a good company to work for?

Prior to building an online employer brand strategy, it is important to understand how the industry perceives you as an employer. Current and previous employees are your greatest brand ambassadors, and if they’re not saying good things about you online, it’s important to find out why. Conducting employee satisfaction surveys and monitoring reviews of your organisation online are just a couple of ways to better understand the perception your employees about the company.

Define your culture and goals

What differentiates you from your competitors and keeps your employees engaged? The answer to this question should give you a better understanding of why people should want to work for you. It may be your environment of continual improvement with invaluable training opportunities, or simply that employees get their birthday off. Once you have a broad understanding of your company culture and goals, you will be better prepared to move forward with recruiting talented individuals to join your team.

Examine the tools available

There are numerous social media channels that can be used for branding, but it is not practical or necessary to utilise all of them. Examine the tools available in conjunction with your message and audience to decide on a social media strategy that plays to the strength of your brand. For instance, if you are keen to highlight your cutting edge office environment, record and post a video on Youtube that showcases it. To increase engagement with this post encourage your staff to comment on their experience working for the company. Other resources that potential employees turn to when checking you out include:

  •  LinkedIn
  •  Facebook
  •  Twitter
  •  Blogs (both corporate and individually authored)
  •  Your careers website

If you’re looking to appeal to a niche group of candidates, there are several geographic, industry and skills-specific social networks to consider getting involved with. Investigate the online tools of choice for the specific groups of people you want to speak to; your existing employees should give you a good steer.

Allocate ownership

Although the social media output will usually be a result of the collaboration between several different departments (digital marketing, HR, communications, line management), ultimate ownership should rest with an individual/department to ensure consistency.

Consistent messaging

The branding used to engage with graduates will differ to that at director level so ensure you select the appropriate channel for connecting with each audience. Segment your audience and speak to them as groups, rather than a whole, as specific information may be irrelevant to the majority. Make sure you understand the social media channel you’ve chosen on a practical basis. However, as it is important to deliver consistent branding, be sure to ensure the tone of messaging remains the same across all social media channels.

Demonstrate selling points

While successful branding through social media tools can create a great ‘shop window’ for what life is like at your organisation, it helps demonstrate your know-how and thought leadership to really engage employees. Don’t just say that you’re an employer of choice because you have a great training scheme, show your audience with videos, case studies, interviews with staff, and give them the chance to interact with the training team.

Dealing with negativity

By encouraging engagement, the feedback received online won’t all be positive. Acknowledge negative opinions in the forum and outline the steps you will take to rectify the issue. The only negative feedback it’s advisable to delete, is out-and-out spam or deliberate, untrue attacks (often known as trolling).

Measure your success

The benefits of a consistent approach to branding on social media won't be seen overnight, but implement a tracking process from the outset so that you can measure the success of your strategy. Google Analytics is a useful tool for online tracking, and qualitative feedback can be taken at interview stage.

Although crucial for candidate attraction, ensuring positive employer branding also plays a big part in the engagement and ongoing retention of your top talent. Candidates who turn into employees have done so, in part, because of their positive experience of your brand.

Employer branding through social media isn’t just delivering a message, it’s a conversation between you, your employees and the wider market. Encourage interaction and participation – the results will reflect your true culture far more than the official line you take in the ‘about us’ section of your website.

Find great talent today - submit a job spec or contact us.

The benefits of leaving all candidates with a good impression

You’ve interviewed a strong shortlist of potential candidates for your role but you can only offer one of them the job. How do you ensure a positive outcome for everyone who was in the running, once the position has been filled?

The fair way to treat all contenders is to stay in touch, either directly or through your recruitment partner. Deliver feedback to the unsuccessful interviewees as soon as you have decided they are not right for the role. Keeping them waiting, or not notifying them at all reflects badly on your organisation, and there is a chance it may put them off wanting to work for your organisation in the future.

Word spreads fast

With the rise and power of social media, businesses need to be careful about leaving a bad impression on anyone, as it can become common knowledge in a matter of moments.

Your reputation as an employer of choice can be easily tarnished by negative comments posted on a blog or social networking site by a candidate that feels slighted at not receiving adequate feedback following their interview.

It’s also worth bearing in mind that just because they are unsuccessful candidates for your role, they might not be for someone else and could potentially be key decision makers in your market in the future.

Those candidates who didn’t get offered the job (particularly those who reached the final interview stage) need to be thanked and provided with constructive feedback if they are to walk away with a lasting good impression from their dealings with your business.

Handle with care

Contacting unsuccessful candidates takes little time on your part but can amount to a positive, lasting impression for individuals concerned and, potentially, a much wider audience.

Interview feedback is a great way of employer/company branding. Build on your name’s reputation by leaving candidates certain that you value them and will keep them in mind for future opportunities.

Additional feedback

Most people going through the interview process will appreciate constructive criticism, so any effort that you make to maintain open communication is likely to be met with positive regard and a positive impression of your organisation. Remember, negative impressions last a lot longer than positive ones.

Ensure you impart only feedback that is useful – there’s no point in a character assassination – it’s not going to win you any fans.

To make things easier, here is a step-by-step guide to leaving candidates with a good impression.

  1. If you interview someone and know they’re not right for the role, let them know as soon as possible. Don’t keep them hanging on because you dread making the rejection phone call.
  2. If you interview someone and think they’re a good candidate for your role but have other interviews to conduct, contact them and let them know they’re still in the running. If they haven’t heard from you they might accept an offer elsewhere.
  3. Keep all candidates updated on the interview process - when each round will take place/how many rounds there will be.
  4. When you make the hire, inform the other candidates at the same time; its bad form to wait until the successful person starts the job.
  5. If additional feedback is requested from unsuccessful candidates; provide it. Be constructive in your criticism and if you thought they performed well, tell them.

Why use Zen Recruitment

"Passion, drive, delivery"

 In order to proactively source the optimum candidates on your behalf, our consultants are supported by dedicated research teams enabling them to:

  • Actively approach or headhunt candidates – particularly high performers – thereby offering you a greater and more diverse range of choices
  • Use referrals developed through our relationships with our clients and candidates
  • Search our extensive database of more than 200,000 candidates
  • Source candidates via the Zen Recruitment website, advertising etc

Whether you're looking for permanent, contract/interim, campaign management or retained search solutions, we'll develop a strategic relationship with you, ensuring:

  • A single point of contact
  • Adherence to your service level agreements
  • A transparent process including appropriate resource allocation
  • Comprehensive CV screening and interviewing of all candidates prior to submission
  • Market intelligence

Perhaps most importantly of all, these services will be delivered by Zen Recruitment who are passionate, driven, well incentivised, and, due to our organic growth, have been nurtured to achieve outstanding results on your behalf.

Six ways to sell yourself as a great employer

The fight to attract top talent is fierce. Not only is there often a shortage of skilled individuals with the niche expertise required, but candidates are also cautious of moving roles in an uncertain economic climate. It may prove difficult to attract suitable professionals to your company and those who are willing to move may be seeking a very strong employer proposition and benefits to match.

Employers can’t be passive in their hiring activity; they need to proactively seek out quality candidates and work hard to create a strong employer proposition to sell themselves to these prospective candidates.

  1. Get social
    The web now provides an abundance of opportunities to promote your brand online, as well as widening the scope of your recruitment efforts. The use of social networking sites has opened up new, direct channels to search for and reach potential applicants for your vacancy. In addition, your social media presence can reveal the true personality of your brand and give a potential candidate an insight into life at your organisation.
  2. A great ad
    A well-written, well-targeted advert can play a huge role in the success of your recruitment drive. Pay close attention to the language used and make sure you highlight the benefits of working for your company as a whole, rather than just the requirements of the role. Make sure your tone of voice is ‘on brand’ and your language is engaging and personable.
  3. Shout out your brand message
    No-one knows your brand better than you, so make sure you clearly communicate why you love your brand and why others should love it too. Candidates want to feel a synergy with the ethos of an organisation and feel a genuine connection with the company before making the leap into joining them. More than ever, candidates are eager to find long-term security from a job – so make sure you communicate good performance results, awards, past successes and any plans for future growth.
  4. Be socially responsible
    Increasingly, candidates are looking for companies who promote socially responsible practices. Strong green credentials (a good environmental policy and ecologically-aware work environment) and charitable activities are often high on their wish lists. Things like the cycle to work or payroll giving schemes are all appealing attributes.
  5. What makes you unique?
    Is there anything that makes you particularly unique – do you have a quirky office space or a level hierarchical structure? Can you offer swift career progression or the chance to work internationally? Know your unique selling point and make sure you communicate it effectively.
  6. Little perks
    What special little added extras does your company offer? Do you offer free breakfast for staff, away days, training opportunities, fruit in the office, great parties, dress down Fridays or a beer trolley after work? When considering similar positions with similar salaries, these little perks may just convince a great candidate to choose your company over the competition.

Contact us for more information on hiring in the current market or to discuss how we can help you with your recruitment needs.

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