Recruiting for Santa

At this time of year, we turn to recruitment expert Father Christmas (volume recruitment and recruitment campaigns) to tells us his thoughts on why a Total Recruitment Philosophy (TRP) works so well for his organisation.

TRP brings the entire planning, branding, recruitment and employee onboarding piece together and is only successful if practiced as a whole. It sets a recruitment process apart from others – it allows a company to reach, engage and retain quality staff.

At this time of year, we turn to recruitment expert Father Christmas (volume recruitment and recruitment campaigns) to tells us his thoughts on why a Total Recruitment Philosophy (TRP) works so well for his organisation.

TRP brings the entire planning, branding, recruitment and employee onboarding piece together and is only successful if practiced as a whole. It sets a recruitment process apart from others – it allows a company to reach, engage and retain quality staff.

Congestion in the sky

My business requires me to continually develop my skills and expertise:  Imagine for example how easy it was to drive the sleigh in days gone by.  Nowadays, my reindeer and I have to navigate through some seriously congested air space.  But what will that air space look like in five years, ten years or even twenty years from now?  And we have a serious amount of data to analyse and correctly interpret to make sure that presents are appropriate and on-trend every year.

Likewise, as the person ultimately responsible for recruitment here in the North Pole, I appreciate the importance of embracing the latest thinking, tools and technologies. After all, you can’t deliver results today, using yesterday’s best practice, can you?

We look for resourcefulness in our team, the test of which is continually being able to attract and retain high quality talent in a competitive market. In campaign recruitment, as in children’s presents, we start off with the data from previous years to make sure that we have an edge in the current year.

The Elf brand

Think of the competition from major retailers who, like us, recruit thousands upon thousands of additional staff during the holiday season. And I need mine to dress up as elves! Having a strong employer brand and multiple sourcing and attraction avenues helps me to win this challenge every year.

Beyond top attraction strategies, motivation and retention is maintained with our on-boarding process.  Accepting a job in the North Pole is no easy feat – regardless of who the employer may be. We use various new technologies and initiatives to engage with workers who live a long way away, and to keep them motivated during the summer months given that they don’t start until the busy season begins.

Famous beard

What about my famous attention to detail? I am fanatical about consistency – after all, I need to get the job done 100% every year – even taking into account the variances of social and economic change globally. Imagine the complexities involved! I also manage a very strict recruitment outsourcing operation with sites all over the world!  (Ever seen a Santa that didn’t have a beard?)

Likewise recruitment – it needs to feel like perfection for the applicants at every step of the way if they are to truly believe in you as an employer of choice. Paying attention to every detail at every step of the way is the only way to get it right for Christmas day!

And as a conclusion?  Well I think there are many ingredients that go into making a good recruitment process, but just like Christmas, you need to pay full attention to all of them if you are going to succeed!

My business requires me to continually develop my skills and expertise:  Imagine for example how easy it was to drive the sleigh in days gone by.  Nowadays, my reindeer and I have to navigate through some seriously congested air space.  But what will that air space look like in five years, ten years or even twenty years from now?  And we have a serious amount of data to analyse and correctly interpret to make sure that presents are appropriate and on-trend every year.

Likewise, as the person ultimately responsible for recruitment here in the North Pole, I appreciate the importance of embracing the latest thinking, tools and technologies. After all, you can’t deliver results today, using yesterday’s best practice, can you?

We look for resourcefulness in our team, the test of which is continually being able to attract and retain high quality talent in a competitive market. In campaign recruitment, as in children’s presents, we start off with the data from previous years to make sure that we have an edge in the current year.

The Elf brand

Think of the competition from major retailers who, like us, recruit thousands upon thousands of additional staff during the holiday season. And I need mine to dress up as elves! Having a strong employer brand and multiple sourcing and attraction avenues helps me to win this challenge every year.

Beyond top attraction strategies, motivation and retention is maintained with our on-boarding process.  Accepting a job in the North Pole is no easy feat – regardless of who the employer may be. We use various new technologies and initiatives to engage with workers who live a long way away, and to keep them motivated during the summer months given that they don’t start until the busy season begins.

Famous beard

What about my famous attention to detail? I am fanatical about consistency – after all, I need to get the job done 100% every year – even taking into account the variances of social and economic change globally. Imagine the complexities involved! I also manage a very strict recruitment outsourcing operation with sites all over the world!  (Ever seen a Santa that didn’t have a beard?)

Likewise recruitment – it needs to feel like perfection for the applicants at every step of the way if they are to truly believe in you as an employer of choice. Paying attention to every detail at every step of the way is the only way to get it right for Christmas day!

And as a conclusion?  Well I think there are many ingredients that go into making a good recruitment process, but just like Christmas, you need to pay full attention to all of them if you are going to succeed!

Cohesion hold Social Care roundtable

Cohesion is holding a round-table event to discuss issues in the Social Care sector. With a guest speaker from Skills for Care, this promises to be an exciting discussion around a hot topic in the UK at the moment.

It’s estimated that the adult social care sector in England alone will need to add 1 million workers by 2025. Yet the sector is struggling to evolve. Plagued by a number of challenges including low pay, high turnover, a disproportionate level of diversity, ignorance about career pathways and a negative image, raising the profile of social care is a critical issue that needs to be addressed.

The event will be taking place on Friday 30th January 2015, here we will debate this hot topic with key players in the industry.

Recruitment Strategies and Tips in Social Care Recruitment

 

social care

It’s the turn this week of Dave Beesley, managing accounts within Cohesion’s Social Care recruitment division, to tells us his thoughts on the benefits of a Total Recruitment Philosophy (TRP).

What does TRP mean to you?

TRP brings the entire recruitment and onboarding piece together and is only successful if practiced as a whole. It sets a recruitment process apart from others – it allows a company to reach, engage, and retain quality staff.

My top tips for getting the process right in Social Care Recruitment:

1. Include a proper attraction strategy

If you have recruited to similar roles in the past, then make sure you use data on the sources of those successfully recruited last time. It should form the foundation of your attraction strategy this time round.


Download our e-book on our top tips for social care recruitment


2. Communicate non-stop.

Candidates’ love calls, emails, and text messages to keep them in touch with the process. And remember that candidate engagement has to continue right through the post offer and pre-employment stage.

3. Values based telephone interviewing

Values based telephone interviewing has taken over from competency based interviewing as the primary method for selecting Care & Support Workers. Focus on attitude and values rather than previous experience. Prepare your candidates for face to face interviews. You want them to give a good account of themselves, so putting them at ease and removing surprises will give the best outcomes. Spend time on offer management – I recommend lots of communication with the candidate, understanding how they felt about interview, and whether they would accept, so that you can anticipate any objections before giving the offer itself.

4. Onboarding is so much more than referencing and DBS checks!

OmWe recommend welcome calls, new starter fact sheets, and inviting new starters to social events with new colleagues if possible. New starter and non-starter surveys. We find out so much by asking why applicants start (or don’t) and use this to refine our processes on an ongoing basis. How much influence? Do you ensure your organisational values and beliefs influence every stage of the recruitment process? Does the feedback you obtain from candidates and new starters influence the recruitment, employee onboarding, induction and training process?

Are you thinking about recruiting for your business? Click here to find out how Cohesion can help you. 

Fantastic feedback on the recruitment process

 

RPO

Continuing our series, we talk to Outsourced Recruitment Manager Jayne Bishop about starter interviews and employee onboarding.

A sophisticated business

Recruitment has become far more sophisticated over the past few years. A Total Recruitment Philosophy (TRP) ensures that you incorporate all of this sophistication into a 360 recruitment process.  The first impression of your business gained by an applicant may well be the job advert. So it needs to be in line with the brand of your business, and in the language of your brand. “Candidate Experience” begins with the first email response to the application, to the message left on an answerphone, to the telephone or video interview, to the face to face interview….this process needs to be consistent and positive for the candidate, even if ultimately they are unsuccessful. It absolutely doesn’t end there either!  Once offered, it is as important to keep communications open between your business and the future employee – this period can last up to many months depending on role. High quality candidate engagement at this onboarding stage can truly set the scene for when your new recruit starts.

Start with the end in mind

A key part of the TRP is to gain feedback on the recruitment process. Interviews with starters, as well as those who don’t take up their place are crucial to refining the recruitment process. One of our clients believes that a great recruitment process should start with this feedback – now that is definitely someone who believes in TRP!

Positive Onboarding

Do you know where I think TRP falls down most regularly? I think it is on the onboarding process between offer and start.  Despite sometimes the best intentions, pre-employment administration is often low down the priority list, and doesn’t get the attention it requires. There are organisations who have an horrendous dropout rate from offer to start, because they just don’t give this part of the process the same focus as they do the pre-offer part.  A TRP process would deliver consistency across the applicant journey, and ensure that your new recruits start, with a positive onboarding experience, consistent with their application and screening.

Questions to ask

So …Is your onboarding strategy as effective as your advertising with your recruitment campaigns? Click here to find out what Cohesion can do for you.