Our guest blog is from Beyond the Book, a full-service specialist recruiter, providing interim and permanent resource to the marketing and creative industry.
Studies have shown that in-depth recruitment processes result in a 25% lower turnover rate within the first year. This has huge time and cost saving implications with regard to rehiring, retraining, and future business performance.
In-depth recruitment is about ticking all the boxes for attracting the very best talent, engaging meaningfully with them and communicating your brand clearly.
Every Marketing Director, or Head of Marketing, would love to be able to clone their star employees. Exceptional employees are a vital asset to any company, bringing a blend of qualities, skills and behaviours that set them apart from the rest. They not only excel in their own roles but also contribute positively to the overall team culture and company goals. It’s these individuals who create significant returns on salary investment, as well as any associated recruitment costs.
Those companies who are doing well in securing their next superstar team member are standing out as the employer of choice, compared to other employers, by enhancing and enriching their standard recruitment process, in the 2 areas below.
Attraction: Ensure you only meet those with genuine interest
Total employer brand transparency. Whether you are undertaking your own recruitment or partnering with a recruitment agency, saying who you are, and therefore allowing discerning candidates to do their own research, ensures you only meet those individuals who have identified that they are excited about you.
Providing detailed information. Your job advertising and social posting needs to include information on culture & values, role and responsibilities, salary, a flexible working model, benefits (hard and soft), structure of the team, where this role fits into
the team and company, and opportunity for development. Candidates come with multiple and varying needs and wants. Covering everything, disappoints no one.
Engagement: Ensure you can engage the very best
Consider an Employer Brand Deck. Impress candidates with a branded deck, sent to those you’d like to meet. It shows you take your recruitment seriously and gives a platform to showcase who you are and who might fit culturally. This is rarely done and can make a big difference!
Partner with one recruiter. Your chosen recruitment partner will be able to professionally represent your brand, objectively filter and qualify only the RIGHT people, as well as ensure maximum engagement throughout the recruitment process.
Recruitment of good and discerning candidates doesn’t stop at the attraction phase; objective qualifying and relationship management are critical throughout, and you need your recruitment partner invested and onboard to do a quality job.
Send interview questions prior to interview. More and more employers are doing this, and it demonstrates your commitment to a two-way approach, where both interviewer and interviewee are assessing each other. Interviews are not a memory test! You are looking for considered answers, backed up with evidence, and sending your framework and/or questions along with a guideline around the competencies you are looking for, as well as the evidence you are hoping to elicit, will make sure the interview time is spent efficiently and fruitfully for all.
Reflect your brand at interview. Your brand, and the values associated with it, needs to be super apparent in your recruitment communications, the interview process design, content of questioning, and interview style. 92% of candidates that were on the fence with two opportunities report that it was the authenticity of the company’s brand, and the trust created through the recruitment process, that influenced the final positive decision.
If you are looking for a high-quality addition to your team (your next superstar!), we highly recommend a high-quality approach to your recruitment.
Learn more from Beyond the Book here
