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recruitment strategies for success

Top 3 Recruitment Strategies For Success

recruitment strategies for success

As the economy improves, we can expect the competition for talent to become more prevalent in the Irish marketplace. With that brings recruiting challenges for HR departments, how do you ensure you can attract the talent you want to your company?

 

Focusing only on what worked before such as job postings on jobs boards is not effective in this day and age.  Today’s recruiting requires companies to advertise more than an available opportunity, the focus has moved from just sourcing to selling to candidates and this entails; employer branding, candidate experience and cultural fit.

 

1. Employer Branding

Gone are the days when a jobseeker was looking for any old job, now candidates want more – a job with purpose, a work environment they enjoy, opportunity for progression etc.  To compete you need to tell candidates your story, how you differ from your competitors and why your company is better to work for. Then make it easy for jobseekers to find this information! A career site is a great place to start – include stories from your current employees (your best brand ambassadors) and give a sense of the company culture.  Videos can be a great way to showcase company personality. Then once your brand is in place promote it, share your stories and videos across your social media platforms.

 

2. Candidate Experience

Once you’ve established your employer brand, don’t ruin all your effort with a poor candidate experience.  This is one of the most common frustrations jobseekers have – lack of communication and feedback which can leave a sour taste in a candidate’s mouth and deter them from your recruitment process.  An automated reply is better than no response at all but do try to give personalised feedback where possible.  A candidate is investing a lot of time and effort in applying to your position so respect this and in return set expectations, establish a communication plan with timeframes as to when to deliver feedback etc. Don’t leave people waiting; let them know when you’ll be in touch.

 

3. Cultural Fit

Finally, while by now you hope to be attracting the best talent available, you want to be sure you are hiring the “RIGHT PEOPLE”.  A candidate may be perfect on paper but if they don’t fit with your company values, chances are they won’t work out as expected.  When a candidate’s and company’s values align, an organisation gets a happier, more productive employee who is more likely to stay with the company for longer.  Therefore ensure you are evaluating your cultural fit throughout the recruitment process.

 

To compete for talent you need to give your best impression to candidates and if you can do all of the above, you are positioning your company for recruitment success.

Posted by Julia Purcell, Marketing & Communications Manager on 7 December 2017

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Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Irish jobs market reaches 20-year high, as office re-entry drives unprecedented levels of recruitment activity

Sigmar Recruitment today reports a record high number of job placements over April, May, and June 2021. The number of placements during this period is higher than any other quarter in the recruitment company’s 20-year history. Current figures are up 6% on the previous record set in 2019 before the pandemic. As one of the largest recruiters in Ireland, Sigmar has offices across the country and is present in all professional sectors. The first half of the year saw strong, consistent growth with job placements breaking all records in the month of May, with June accounting for the second-highest month ever. Commenting on the rebound of the labour market, Sigmar founding Director, Robert Mac Giolla Phádraig says: “The jobs market in Ireland has never been stronger or more buoyant than it currently is. We’re seeing several macro trends converge all at once, which is creating significant churn in the market. Remote working has literally opened up a world of new opportunities no longer bound by location. This is coupled with a rising tide of consumer confidence, as many professionals find themselves in a stronger financial position than before the pandemic. “The last 18 months has asked big questions of us all, and the humdrum of lockdown has created a desire for change which is now resulting in unprecedented numbers of people moving jobs. Employee loyalty is increasingly under question, with remote work being less enjoyable, many workers are now committed to the experience of work over the employer, adding further to the current levels of churn.” IT accounted for one-third of all job placements throughout the quarter, followed in order by Financial Services, Sales & Marketing, Accountancy, Life Science & Manufacturing, Office Support, Public Sector, Construction, Professional Services. Business confidence has also grown steadily over the course of the year, as vaccination gathered momentum. The “low-touch economy” is booming is sectors such as e-commerce, digital, and logistics. Says Mac Giolla Phádraig: “The resurgence of permanent recruitment is somewhat unique to how we’ve rebounded from previous downturns, where we typically saw flexible work return quicker.” Although the vast majority of job placement in Q2 were understandably remote, Sigmar reports that the tide is beginning to change with the majority of employers now committing to hybrid work over the coming three months. Mac Giolla Phádraig advises: “As we now choose our workplaces, at a time when the power dynamic has shifted to the employee, employers need to ensure adequate work practices to reconnect the workforce with the workplace equitably. There is an inherent risk that new workforce inequities may emerge, such as “proximity bias”, where those closest to the centre of influence get greater recognition and therefore promotion opportunities as opposed to remote workers. When it comes to individual contribution the opposite could be argued that remote workers get the benefit of having less in-office distractions and their output is therefore greater.” Mac Giolla Phádraig likens remote work to long-distance relationships, which in many cases don’t work out. “We’ve gone from “living” with our employees in an office environment to long-distance relationships, which often sees commitment recede over time. The context of location also opens up new experiences and possibilities, which are now being explored on a scale never before seen.” He adds, “if we thought the war for talent was tough, just wait for the battle of attrition. It’s now emerging as the number one challenge for businesses across the globe.”