Posts Tagged ‘social media’

Five Years of PPS- a Recruitment Triumph

Friday, June 6th, 2014
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Reaching the milestone of five years after an MBO was a natural time for reflection.

PPS in 2009 was a great place to work, and we worked hard for our clients- some things never change! But of course, with time, not everything stays the same; there have been many, many proud moments, some setbacks… and a lot of fun.

What have I learned in the last five years?

That having a strong team with shared values and behaviours is absolutely essential – any success without this won’t be long lasting.

Celebrating 5 years of PPS

Celebrating 5 years of PPS

Have you heard of the concept of Manifest Destiny? It is a belief that was held by early pioneers in America who conquered the west of the country. They shared a sense of mission and an absolute belief in their destiny.  As I look on with pride at what we have achieved and indeed conquered over the past 5 years, I am reminded of Manifest Destiny.

I see that same confidence and pride in our team today as they suggest and deliver results using different methods and systems.  Ultimately, to find better people that will stay longer may sometimes require disruption of the status quo.  It certainly requires the ability to understand and embrace the latest thinking in recruitment whether it’s video interviewing or analysing data to understand themes and trends that could give advantage to a client.

What changes have I seen in recruitment? In short, a lot!  Five years is a long time in any industry.  In 2009 ATS systems were still not necessarily the norm for every business.  Their application tended to be focussed on how to manage the volume applications that many recruitment teams struggled with.  Social media was a new and quite trendy way of tapping into another attraction stream – but rarely used to engage and build connections for the future.  What we are seeing today though is the application of these methods and systems for the future-proofing of talent.

Successful recruiters know that it’s not enough nowadays to just know where to advertise or what job boards you can direct source on – that’s just one piece of a much bigger solution.  Candidate engagement, talent pools and clear understanding of your employer value proposition is essential.

Now we have to ask ourselves more questions than ever. Why do people leave?  How do you keep in touch with them? How do you measure the quality of the people you do hire? And it’s important to remember that sometimes, to move things on, you have to pose difficult questions.

For example, the rate of mobile applications is staggering.  How will jobseekers apply for jobs in another five years?  You can order pizzas, and arrange a date on your phone – but you can’t always tell a company you’re interested in working for them!

Recruitment keeps us on our toes and that is why it’s so exciting to celebrate 5 years of success and look forward to many more.

What advice would I give to someone else starting in recruitment?

Be nosy, be bold, don’t be afraid to challenge and question how things are done and always, always have fun while you’re doing it.

Amanda Marques Written by Amanda Marques, Director/ Owner PPS Works

Find PPS on Twitter and LinkedIn

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You are using social media wrong. Here’s why.

Friday, March 28th, 2014
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You must hear it every day.

“Social media is King”, “If you’re not using social media to recruit then you are behind the rest of the world” “Social media is the new job advert”

But what about when people do it really, really badly? We’ve all heard the terrible stories of companies who have said silly things on Twitter. Like when Tesco tweeted this on the evening of the horse meat scandal:

Tesco's untimely response to the horsemeat scandal

Tesco’s untimely response to the horse meat scandal

A mistaken scheduled tweet, yes, but a presentation of how social media can really go wrong.

But hold your horses (excuse the pun), social media is pretty useful. It’s free, it is great advertising and you can reach people located in far flung places .

Just be careful. Here are our top three things to reign in (can’t help myself) on social media:

 

1 – Post irrelevant things

You have a job vacancy in your Engineering department. Why, then, would you post it on a HR job board, Marketing job board and on your mate Ted the Plumber’s Facebook? Be realistic – posting things, however interesting they are, to the wrong crowd will give you a reputation of a “spammer.”  And no one likes them. No one.

2 – Be self-involved

Remember that dinner party where you had to sit through your friend’s ‘friend’ talking about how much money he earns and how great his life is? Well, talking about yourself too much on social media is exactly the same.

Blend in your company-focused tweets with conversational ideas, opinions on worldwide events and images. If you claim to know a field particularly well, for instance, horses, why then would you not “live tweet” through the Grand National, as well as talking about your own company?

Here at PPS, we combine conversational tweets with recruitment blogs, advice and top tips:

The PPS Twitter

The PPS Twitter

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

3 – Be really coy and shy 

Lastly, do not be afraid or shy when it comes to social media. It’s all about expression. You are more likely to start a debate, a conversation and get followers/retweets/favourites if you actually say something.

At PPS, we use social media on behalf of our clients as well as our own company. Search #AskTWgrads on Twitter to see how we’ve used social media for one of our clients.

What are the worst twitter mistakes you have seen? Do you agree with our top three social media no-no’s?

 

yammaWritten by Hannah Adkins, aspiring author and guest blogger for PPS.

Find Hannah on LinkedIn

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Let’s give up bad recruitment for Lent.

Friday, March 14th, 2014
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9 days in, and after the post-bloating of Pancake Day, I hope everyone who’s participating, is settling in to their yearly regimes of giving up a treat for the religious holiday.

Chocolate is a popular choice to give up for Lent. As recruiters, what practices can we give up to make our recruitment processes better?

Chocolate is a popular choice to give up for Lent. As recruiters, what practices can we give up to make our recruitment processes better?

Research by the ever-scientific and always accurate Daily Mail has shown that giving up can be a very rewarding process. It claims  people could save up to £18,425 if they gave up chocolate, cigarettes, alcohol and coffee every year during lent.

So, if holding back on the occasional Dairy Milk can save thousands of pounds, surely giving up on poor recruitment processes can do the same?

What do we need to give up (not just for lent) in recruitment?

1. Give up on not using an Applicant Tracking System

You’re falling over piles of applications that came through the post and email. You have spread sheets overwhelming your desktop. Why then, would you not streamline the process by using an ATS?

An applicant tracking system (ATS) is a software package which allows electronic handling in a recruitment environment. At PPS, we use our own in-house recruitment system (MORS)  which shapes and moulds to the needs of our clients. More importantly, our technology delivers information that matters – just take a look at what our technology does for Turning Point‘s recruitment process.

Our software doesn’t hold us back like that obligatory chocolate bar and the yearly “summer diet” – it grows with us.

Using an ATS will save you valuable time and money, as well as improve your candidate’s experience through timely responses and efficient processes. So give up doing it alone!

2. Give up on disliking social media.

LinkedIn screenshot

Give up avoiding social media as a recruiter this Lent.

You’ve heard it before, but it’s worth repeating. Social media is a tool with endless possibilities. So, take the time to figure out how social media can fit into your recruitment campaigns. If not used effectively, you could be limiting the amount of  applications you receive by a serious percentage. Take the time to understand the inner workings of Twitter, Tweetdeck, Facebook and LinkedIn and use that as your ‘giving up on being old fashioned’ for lent.

3. Give up on poor candidate experience

Candidates have a choice to be an employee, as much as you have the choice to employ them! The impact of a negative candidate experience resonates far beyond the candidate experiencing it – your brand and future talent pools are also at risk of the wrath of negative word of mouth. So, this Lent give up on delivering poor candidate experiences.

It’s time to show a bit more affection towards your candidates. Use an automated service, like PPS’ MORS to send text messages, helpful hints and tips and refined interview questions at the click of a button. Engage online platforms such as Google Hangouts to encourage active candidate participation. Or simply, call candidates back when you said you would and stop them from having a better relationship with your voice mail service than you.

So, they were our top three things to stop doing for your recruitment life – and for lent – which overall should save you time and money. What would you suggest?

yammaWritten by Hannah Adkins, aspiring author and guest blogger for PPS.

Find Hannah on LinkedIn

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Attraction methods: A “recroobie” perspective

Friday, February 7th, 2014
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I’m new to recruitment, a ‘recroobie’ if you will.

Up until 5 months ago, I never would have even considered the importance of ‘candidate experience’, let alone “screened” something.  There have been so many new concepts to consider, a number of different elements to focus on and of course, several jobs to find the perfect candidates for . It wasn’t until I started to get sourcing, job posting and mass tea-making under my belt that I realised how important attraction methods are.

Know your audience - and plan your attraction and sourcing strategy accordingly

Know your audience – and plan your attraction and sourcing strategy accordingly

Having spent 3 years of my life studying for a journalism degree, the majority of people I know question this profession, “It’s not really relevant to you, is it?” Well actually, I think it is. Journalism is all about knowing your market and your audience, and well, recruitment isn’t that different. For example, when direct sourcing, I think it is important to consider candidates as our audience and look at things from their perspective.

I’m still learning, but I think that drawing on some of the following points can help to make  for a more seamless and engaging  recruitment process.

  • Tread on their social footprint:

    Understanding our candidates' social footprints can help us communicate effectively

    Understanding our candidates’ social footprints can help us communicate effectively

What better place is there to interact with someone than the sites they use to network with their friends and families? People are way more likely to read a 140 character Tweet than a 300 word advert. They would probably prefer to reply to your Facebook message than return the voicemail you left them a few days ago.

These are passive candidates, whose interest and interaction we can really get a feel for. If we have the platform to  source and interact with our candidates using their social footprint, then why shouldn’t we?

  • Search Engine Optimisation:

Be the candidate! What keywords would you, or your ideal candidate use to find the job you’re recruiting for? Find out if the role has any well-known terms or phrases – and use them. This is a simple but effective way of attracting candidates and helping them to find you.

  • Advert Writing:

    A job advert is often the first touchpoint between a potential employee and employer

    A job advert is often the first touch point between a potential employee and employer

All too often job adverts take on the same, monotonous format. “This is the job, this is what you’ll be doing- fill in an application form if you like.”

Adverts should be compelling, they should sell the job and the establishment. The candidate needs to feel engaged and excited by the prospects of the role.

“Are you passionate?” “Are you ready to take on an exciting new experience?” “Do you want to work for one of the best organisations in the field?”

The job advert is often the first point of contact a company has with a potential candidate. It is up to us to ensure the job advert persuades the candidate to initiate further conversation.

  • Being industry savvy:

Know your market. Research similar jobs, is the salary you’re offering comparable to others? What benefits are similar businesses offering to prospective employees?  Can a candidate get a better deal/recruitment experience elsewhere?

So, as a self-confessed recroobie with a degree in journalism, I have learnt  the two are more similar than first apparent.  So, as the world changes and moves forward, recruitment needs to, too.

We will use social networking to interact with candidates, recruiters will become marketing experts and, in some instances, journalists might even become recruiters.

What’s in your attraction and sourcing armour? Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

Hannah RWritten by Hannah Ratcliff, Graduate Recruiter at PPS

Find PPS on Twitter and LinkedIn

 

 

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5 things a Graduate would change about Graduate Recruitment

Friday, November 22nd, 2013
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Figures published by the Association of Graduate Recruiters (AGR) show there has been a 4% decline in the number of graduate vacancies, compared to last year. Moreover, their annual survey indicates there are a staggering 85 applications per job.

Without a doubt then, it’s a tough market out there for the young job seekers of today. This week’s blog takes a look at job-hunting from the perspective of a graduate, fresh out of university. Here, they share 5 things they would change about graduate recruitment:

 

  • Poor social media effort
  • It’s surprising how little effort some graduate employers put into social media. As part of the “Apple” generation, we graduates spend a considerable amount of time online. As such, it pays to have an engaging social media presence if you’re looking to recruit graduates! The best accounts allow for conversation to flow between the employer and candidates, where questions are answered, advice is shared and candidates gain a better feel for the company brand and culture. Unfortunately, these are few and far between. Instead, there are many dull, monotonous profiles that churn out job posting after job posting and seemingly avoid the “Reply” button at all costs. Three words: it’s not working.
    Go on, hit the Reply button. You know you want to.

    Go on, hit the Reply button. You know you want to.


 

  • Lack of direct contact
  • It appears to be Mission Impossible to get a hold of a human when applying for a graduate job. The lengths we graduates go to, and the despairs we no doubt experience trying to reach someone other than an automated voice at a company is worthy of an Olympic medal. It really shouldn’t be so hard – after all, we want to work for you!  All we want is an easy to find, readily available direct contact – preferably with an email address or number – who we can get in touch when we have a question or two about the real world of work.

 

  • Automated, untimely emails
  • Perhaps the number one thing on most graduates’ hit list. We’re unsuitable for the role, you say? That’s okay, but please, please, don’t let us know with an automated email that’s 3 sentences long and peppered with spelling mistakes, sent 7 weeks after our telephone interview. Instead, send us a nice timely email letting us know that if we want, there’s someone who can provide personalised feedback. Chances are, we’ll be disappointed but we’ll remember you fondly, and speak of you as such to our friends. We might even go away, get better and reapply in a few years’ time. Wouldn’t that be nice?

    You can be sure a graduate will share their candidate experience with friends and family - good or bad

    You can be sure a graduate will share their candidate experience with friends and family – good or bad

 

  • Uninspiring and/or confusing job adverts
  • I’m no recruiter, but I know this much – a job advert should be a goldmine of information for any prospective candidate. It should not however, resemble a horoscope reading found in the back pages of a woman’s weekly magazine. That is, ambiguous, bland and full of cryptic-ness.  Too often, companies fail to inject a bit of personality into their adverts or clearly explain the job role. The best adverts are the ones that make a candidate want the job, surprisingly. They highlight the job, location, salary (please don’t use competitive salary!), key role responsibilities, the selection process and the deadline – in a manner that is reflective of a cool company with a graduate-friendly culture.

 

  • Careers websites that make us want to switch off
  • True graduate story – you’ve found your dream job, you’ve connected with the job advert, and you’re primed and ready to craft an amazing application. So, off you go to the designated careers website. To your dismay, your once perceived notion of an exciting and interesting company to work for is shattered as you view an outdated, user un-friendly careers website. One in which you can’t even find the job advertised! Nothing crumples a graduate’s job desire more. Make it easy for us to learn about the job, your culture, your ideal candidate – and make it even easier for us to apply. We’ll love you for it.

 

Enjoyed this blog post? Share it with your followers and friends! You may also enjoy reading Graduate Recruitment: What we can learn from the British Cycling Team

What are your thoughts? Do you agree or disagree? What can recruiters and employers do to make the graduate recruitment experience better? And what can graduates do to help? Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

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GUEST BLOG: Using social media as a listening tool

Friday, November 15th, 2013
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So much has already been said about social media, talk of how it’s revolutionizing the way we interact, communicate and broadcast – is there anything else to add? In my opinion, something is always overlooked and it’s something really simple in this case – the real key to making the most of social media is listening.

What's that? Using social media as a listening tool?

What’s that? Using social media as a listening tool?

Let me be clear here, I don’t mean spying. I mean, using social media as your benchmark and monitoring tool. Twitter is simply a global chat room where people share thoughts – 500 million tweets / thoughts are shared daily to be exact – so you can bet someone has already been tweeting about you and sharing  their thoughts . I urge you to use Twitter to tap in and gain authentic, straight ‘from the horse’s mouth’ feedback from candidates – and hear how you stack up.

Do you honestly know how your recruitment process – and recruitment brand – feels like from a jobseekers perspective? On paper, you might be hitting your targets and deadlines – but have you lost something in pursuit of that? How aware are you? Do you know what are your competitors doing, saying? Do you know how you compare?

Its time to lift your chin up from your desk and take a listen to what’s going on.

Why listening is important

Social media has given everyone a public voice. Take me for instance – if something goes wrong with a product or service I’ve bought – the first place I go to share my thoughts  is social media. I want my followers to know what happened to me so that they have insight when making similar decisions themselves. And this applies to recruitment also.

Some scary stats

So there’s a lot to discuss and improve!

Don’t be fooled into thinking it’s just the direct tweets to your account or @ mentions you need to look out for. Search Twitter for your company name, graduate programme and even industry. Listen, engage, and respond to your audience. Who’s talking about you, what do they need and how can you help? You might even find positive feedback about what you do – wouldn’t that be nice to share?

The search function on Twitter is a useful way to key into what's being said about your business

The search function on Twitter is a useful way to key into what’s being said about your business

Since it’s impossible to be everywhere at once, there are an abundance of options for keeping track such as, Google Analytics, Facebook Insights, and a useful tool called Twitonomy. You can set these up to create weekly reports, allowing to you to keep your finger on the pulse.

So, what do you do once you’ve listened? It’s entirely up to you.

If you’re the proactive type, look for trends in the mentions. There may be something you can easily fix – a website error or ATS glitch. If it is something that needs more time and effort – get the experts in – but you can still respond to show the candidate you’ve listened. In turn, these improvements will help to change your perception on social media.

Can you afford not to listen?

Blog by Kat Fox, owner of Peters-Fox consultancy and employer brand & candidate experience warrior.

Connect with Kat on LinkedIn

Visit the Peters-Fox website

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Using Facebook to recruit [Infographic]

Monday, October 7th, 2013
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Facebook remains the most used social network worldwide, surpassing the 1 billion users mark late last year. There is much talk in the recruiting world around using Facebook as a recruiting tool.  In recent years, Facebook has made itself much more as such a tool. There are advertising options available that offer precise targeting options to ensure job opportunities are seen by your target candidate base.

At PPS, we utilise the power of Facebook for a number of our clients – not least for an upcoming graduate and industrial placements campaign for the UK’s leading retailer in the automotive industry. Having first created the official Facebook page for their annual campaign two years ago, our client now enjoys a talent pool of interested, and ready-to-apply candidates before, during and after the intake for their scheme has been filled.

Linked to other social media platforms and integrated within a campaign-specific recruitment website, Facebook has become a valuable channel to engage and source candidates with. The on brand communication we share on the page has also built brand awareness around our client’s job opportunities. Over 90% of candidates surveyed last year, found the client’s social media presence, including their Facebook page, to be an useful and interactive resource throughout their recruitment process.

Using Facebook, along with other social media platforms is fast becoming a staple of any recruitment process. To find out how PPS’ recruitment experts can help you connect with active and passive candidates online, please get in touch.

The following infographic, made by HireRabbit, shows the importance of using Facebook for recruiting.

Using Facebook as a recruiting tool

Have you used Facebook as part of your recruitment campaign? What sort of impact did it create? We want to know your thoughts – comment below, tweet us, or connect with us on LinkedIn!

Megha Sthankiya Marketing Executive at PPSWritten by Megha Sthankiya, Marketing Executive at PPS

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PPS Help Challenge Network with the Dragons!

Monday, July 29th, 2013
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challenge

The Challenge Network

This Friday, PPS are playing host to the Challenge Network. A team of 12 young people are checking out our office to see what we do here as a local Recruitment Process Outsourcing business. They will then present to a board of our experts about an idea they have which aims to bring together local people in the community.

So, who are the Challenge Network!?

The Challenge Network is a national charity that brings together young people from very different backgrounds and, through a series of challenges, bonds them together and inspires them to take on more active roles in their communities.

They say:

‘Too many of us live parallel lives divided by income, age and ethnicity. Without a change of direction, the UK is sleepwalking into a segregated society. This is damaging for our well-being, our economy and our society’

The group are set to visit several businesses around the West Midlands, including PPS. They finish their project by presenting their innovative idea to a panel of ‘Dragons’. These Dragons will give the thumbs up or thumbs down to funding for the project.

Here at PPS we are proud to support the Challenge Network and wish them good luck with those scary Dragons!

yammaWritten by Hannah Adkins, Marketing Executive at PPS.

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Housing professionals: 10 tips for getting the most out of LinkedIn

Monday, December 31st, 2012
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LinkedIn boasts more than 150 million users around the world, making it one of the world’s largest social networks and the world’s leading professional networking website. It offers users a chance to access knowledge, insight and opportunities within their profession. But are you using it to its full extent?

LinkedIn screenshot

Investing time into your LinkedIn profile can be tremendously beneficial.

Whether you’re new to LinkedIn and have only just signed up, have an old account lying dormant or just worry that you’re not making the most of the opportunities it offers, here are a few basics tips to bring yourself up to speed.

1. Invest time in creating a complete profile

Complete means filling in every single section: skills and expertise, career history, adding an appropriate photo, a link to your company website and recommendations from the people who know you and your work best. Import your email contacts. This will help you to build your immediate network quickly and with relevant, interested people.

2. Join groups based on your interests.

Try these three for starters: UK Social Housing Professionals, CIH Housing 2012 and Social Housing Group UK. Post a discussion topic in each of these groups, whether it’s asking for advice for a problem you need help with, or some best practice from your job that you would like to share with others. When people respond, make sure you acknowledge their replies, and if you could be useful to one another in the future then send a connection request.

Assuming you got this far, there are other ways that you can really get the benefit of having an active and engaging LinkedIn profile. You need to learn how to build networks that deliver more value – and how you can become a more useful connection to others.

3. Build contacts through LinkedIn Signal

LinkedIn Signal can help you build new contacts with shared interests. Change the search box option from ‘People’ to ‘Updates’ and type in “Grant Shapps” to find out who else shares views on the housing minister.

4. Have a voice.

Regularly commenting on and sharing interesting and useful updates helps you keep in touch and be useful. Doing the same with second and third connections will help you engage and build new contacts in no time. When you’ve joined a Guardian Housing Network discussion, share that with your LinkedIn contacts too.

5. Use the ‘People-you-may-know’ feature.

Click the ‘See more’ tab and seek introductions to relevant connections through your network. Be absolutely clear about why you would like to be introduced and what added value you bring by being part of their contact group.

6. Earn credibility by sharing your knowledge.

LinkedIn Answers is a good way of building credibility with new connections. Change the search box option from ‘People’ to ‘Answers’, enter keywords such as social housing and see if there are any questions posed which you feel you can answer. The person asking the question gets to vote on the best answer; if this is you, that’s also highlighted on your profile.

7. Make announcements through your status bar.

When you are going to an industry event, announce it on LinkedIn. Ask who else is going, arrange to meet up at the event and remember to add these new connections to your network for future reference.

8. Share content quickly using LinkedIn today.

Use LinkedIn Today to read the latest news relevant to your specific interests. This is a surefire way of sharing content from a rich variety of sources, which will position you as a more interesting connection to your network.

9. Personalise your LinkedIn address.

Make the link to your profile more memorable by personalising it. Click on ‘Edit profile’, scroll down to public profile section and insert your name for a link which is now easier for people you meet to remember.

10. Research your industry.

If you are looking for a career move, it’s a great idea to use LinkedIn to research organisations you have applied to and look at the skills and experience of the people that they recruit. Follow the company to receive company updates and news feeds and use your network to get introduced to connections who can give you a personal insight into what it’s like to work there.

Lee Burman is business solutions manager at PPS. He also runs #HousingConnect, a regular tweetup event for the housing sector. He can be found on LinkedIn and on Twitter at @leeburman

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10 Tips That Will Reduce Your Recruitment Costs

Monday, August 20th, 2012
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Social media, online recruitment, managed service and outsourcing models have created whole new ways for us to look at the way we now recruit.

Candidates are more accessible to you than ever before.  Yet for many, recruitment costs remain critically high and new skills and ways of working are required to become more effective.

TEN tips to help you reduce your recruitment costs:

1. Avoid using recruitment agencies for non-specialist, non-executive permanent recruitment – an obvious tip but for many, the least adhered to.  Become more planned in your approach, allocate the right resources and avoid knee-jerk reactions which result in costly agency invoices.

2. Use the right social media tools, not necessarily all of them – understand where your audience is and invest time in connecting with the right people.  For instance, did you know there is a healthy community of housing professionals on Twitter?

3. Ask your best people – referral schemes play a key role in driving down the cost per hire.  A well thought out referral scheme will encourage your people to spread the word among their friends, family and networks.

4. Keep the door open for those who do leave – social media is making it very easy to keep in touch with former employees and with the cost of re-hiring a former employee

Ten tips to reducing your recruitment costs

Ten tips to reducing your recruitment costs

reported to be a third of the cost, this is an all-round cost-effective option.

5. Use agency staff sparingly and only for short-term roles – agency staff are expensive yet having access to a flexible workforce can be beneficial.  Make sure you can track tenure and pay rates and if you are a high-volume user of agency staff then consider a managed service solution.

6. Avoid paying fees to source niche skill sets – implement a graduate, apprentice, industrial placement or intern programme alongside a planned training programme and create your own talent pipeline for your future workforce needs.

7. Remove the transactional burden associated with recruitment and outsource to a specialist provider – lose the transactional headcount in your team, recruit more senior staff and become a more strategic focused HR function.

8. Understand why your people leave – it’s a well-known fact that people don’t leave jobs, they leave managers.  It’s also well-known that leavers are less than truthful about their motivations for leaving when talking to their HR team or line manager.  Consider an external provider and get to the root cause.

9. Implement an effective bank solution – if you employ a lot of care and support staff, make your bank is your first port of call when short-term staffing needs do arise.

10. Embrace technology – ‘recruitment by hand’ causes all sorts of problems.  Lost applications, lengthy application processes, employing extra people to wade through high volume responses.  Consider applicant tracking technology or an outsourced solution that comes with it included.

With the world of recruitment changing, recruiting the best talent for your organisation doesn’t have to cost the Earth. Measures such as the ones above are innovative and cost-efficient. Many companies who have taken advantage of such opportunities are reaping the benefits right now – read how they did it here.

To find out how you can reduce your recruitment costs and streamline your recruitment process, please get in touch by email or on 07939 297 337.

- Lee Burman, Business Solutions Manager at PPS.

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