In the second of our series, we talk to Charlotte Brennan about the impact that a Total Recruitment Philosophy (TRP) can have on the ability to recruit great people.
What is TRP?
Our Total Recruitment Philosophy demonstrates how recruitment has evolved. It’s not about just filling roles or following parts of an outsourced recruitment process, it’s about transforming recruitment. Using our knowledge and experience to make recommendations to challenge and enhance the recruitment experience for our clients and their candidates. It’s about reaching, engaging and retaining throughout the recruitment journey with a focus on continual improvement and delivering results – people who stay longer and perform better.
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When for our outsourced recruitment clients we manage the full recruitment and onboarding process, from attraction, assessment and selection to pre-employment, as well as employer branding – we tend to get feedback like this:
“the core values were one of the reasons I applied for the job and these were confirmed throughout the process; from keeping me informed at each stage, from the information I found on the website, to the people I met and spoke to who all enhanced the brand.”
The candidate has just two points of contact throughout entire process from initial application to start. We begin the onboarding early, and have had candidates start in the role as quickly as two days after the offer has been made to ensure that engagement isn’t lost.
By contrast, we worked really hard with another outsource recruiting client to source staff for some notoriously hard to fill areas. We set up strategic local attraction and sourcing streams. Our candidate engagement continued throughout the process. We worked to tight timescales right up to the point of offer. But then from being offered to starting in the business, applicants were kept waiting for up to 3 months with no communication or engagement from anyone. The result – tired of having to chase for an update, many secured employment elsewhere and have a very poor experience of the brand. A TRP requires that your pre-employment and referencing team don’t let the whole process down!
Delight or flight?
Do you engage with your candidates throughout the recruitment and onboarding process? Do you know what your recruitment and onboading process says about you? Have you considered the importance of your recruitment and onboarding process from a candidates’ point of view? Do you gather feedback from your candidates on their experience of your process?
Let us know – or tell us your TRP stories!