This month sees the second of our columns in the publication Wells Voice.
In this edition, Director Rosie Stevens gives our 3 top tips for utilising Employer Branding to become an employer of choice.
Anyone else think 'indeed' are really overplaying their hand?
Maybe I've been in recruitment too long - but I still remember the days when indeed were, frankly, a bit of a nuisance. They would trawl through sites, and aggregate jobs onto their platform - whether you liked it or not.
This would usually result in dross, time wasters and more work than it produced results. More often than not, I would contact them to ask them to remove my job from their sites. It used to be like advertising on the 'job centre' or 'Universal Job Match'.
Now, every client I speak to uses indeed. Not only uses - but pays for it! Extortionate amounts of money. Contacted by overzealous account managers, recommending you 'up your daily budget' shooting the bill up to hundreds of pounds - with little to show for it.
If you've paid to advertise before, and you try and advertise for free - your job seemingly gets 'blacklisted' - pushed to the back of the queue, until you add a budget. RPO's and third parties are instantly blacklisted - with talks of removing it as a free platform altogether for non direct hiring.
But here's the thing. I don't see that they are doing anything different to what they were doing ten years ago. By all means - tell me if you think differently - but if you start charging for something that used to be free, I want to know why - where is the benefit to me?
Indeed are already out of favour with a number of the employers I work with - some of it though my influence, and some through their own experience. Sure, it makes you feel like you are getting traction, by bombarding you with dross applications. But unless you get lucky (lucky being the key word), you cannot build a business on paying £5 a day for generic 'post and pray' advertising.
Recruitment in 2018 is about being proactive. It's about getting under the nose of the very people you are trying to entice into your business. If you have done your homework, and you are really happy that your target market hangs out on indeed - then cool - you do you.
But try and think of it as a tool in the toolbox - not the solution, simply because they shout the loudest.
Oh - and never, ever pay for it. Pay for it once - and you'll be stuck paying forevermore.
Millennial. The term used to refer to a demographic of people born between the early 1980’s and the early 2000’s. Fairly standard terminology today right?
Except when it comes to recruitment. When it comes to recruitment, millennial has become a mind-set – regardless of the year you were born, or the technology you grew up with.
The recruitment landscape is changing. It has been for the last few years, but this shift has really started to pick up pace. The biggest shift? Motivation. No longer do people want to work 8.30-5.30 Monday to Friday in a dingy Portakabin in the car park. They don’t want to wear a suit, and sit in a small cubicle you’ve tried to call an office. They don’t want to work overtime, weekends or for a big soulless corporate.
People need purpose; mastery and autonomy (yes Daniel Pink fans). We always have – but more intensely than ever it’s spilling over into the jobs market. Wanting to work for a business that aligns with a hobby or passion. Travel, animals or saving the world. Even if it means a smaller pay check.
Flexible working. Richard Branson initiated an unlimited holiday policy and provides the opportunity for super flexible working. The emphasis is placed on trusting his employees to act like adults, and focus on what needs to be done – as opposed to when it is done. Branson has the resources to monitor and enable such policies – however there is something that can be taken from this for every business. If you don’t trust your staff to complete the work you hired them to do – then you probably shouldn’t have hired them in the first place. Just because your employees are sat at their desks for twelve hours a day, it doesn’t automatically mean the quality (or quantity) of their work will improve. In fact – it doesn’t really mean anything.
Businesses that don’t start to recognise this millennial mind-set shift will start to get left behind in the hiring dust. It really is a tough market. Even sectors where good candidates were ‘ten a penny’ two – three years ago are starting to become scarce. It’s not enough these days to just post an advert and wait for candidates to come to you. You need to be pro-actively engaging, building talent pools, communicating and expanding your employer brand.
Can I leave you with this? Think about what you can ‘give’ to make your position as an employer more attractive? Flexible working? Early finish Friday? A day’s holiday on your Birthday? Or – as per one of my newest clients – a fully operational (and stocked) bar and pool table. I’d drink to that.