Now I’m no X Factor fan but something did catch my eye this week.
It appears that for the first time in the show’s history, researchers have been actively scouting and encouraging bands and performers to audition for the show. In fact it turns out that half of this year’s X Factor finalists have been actively approached to apply.
Now I can’t quite recall ever agreeing with the Pussycat Dolls (until now), but as former member Nicole Scherzinger
comments- “I think it’s great….it opens up the pool for wider talent”.
If her record career should ever dry up, Ms Scherzinger might just find she has a glittering career in HR/Resourcing
The point is, she is absolutely right. The producers clearly want to deliver quality for the ‘interview’ panel (and TV audience), so they proactively approached the market to see what it had to offer.
The same rings true of your recruitment attraction strategy.
On the surface there is little wrong with advertising vacancies online and waiting for applications to drop in. But a resourcing attraction strategy whose success is heavily reliant on the right candidate applying to your advert, at exactly the right time is both flawed and high risk.
If your HR team lacks the time, technology or specialist skills and expertise required to entice high quality talent into your business, you will eventually get found out. Vacancies will remain unfilled, gaps will be recruited to with expensive agency staff or worse still, below par applicants may end up being recruited.
At PPS we are the recruitment engine behind many recognised UK brands.
Our outsourced recruitment services have helped the likes of Halfords, Severn Trent, Turning Point, Oasis Dental, Hermes and Lloyds Pharmacy to find, attract and select high-quality applicants to their businesses.
If you would like to talk to any of our clients about our work and how we have helped them please get in touch on 07939 297 337.
Written by Lee Burman, Business Solutions Manager at PPS Works