In the last five years, we’ve seen the recruitment landscape change beyond all recognition.A rise in different types of strategy – for example, in-house, dedicated, and part-dedicated – have forced us to rethink traditional approaches to recruitment.The old ways just aren’t working anymore. For modern start-ups as well as larger organisations, talent acquisition needs to be bold, flexible and fast-paced.However, it’s not a one-size-fits-all solution. Different organisations require different solutions and finding the one that works best is a huge challenge for time-poor, growth-hungry businesses.With that in mind, we invited 3 brilliant recruitment leaders to discuss the different types of hiring strategy available to modern organisations. The result was our latest webinar – Hiring Strategies: Finding the one that works for you.Our hosts Leo Harrison, Founder of Chapter 2, and Sophie Rigby, Business Development Director, were joined by a panel of recruitment experts:
The webinar was absolutely packed with expert insight and advice. Here, we’ve hand-picked 7 of the most important takeaways from the event.
Modern recruiters have access to so much raw data, yet many are failing to use it properly.With up-to-date numbers – think salary expectation, vacancies, and active candidates – at their disposal, organisations stand a much better chance of securing the best candidates.“Understanding your market is key to supporting a people and hiring strategy. When you have detailed insight, you can hire the right talent in the right places,” said Melanie.
In the last few years, we’ve seen a trend towards scalable talent teams as recruitment solutions. Tech start-ups, in particular, with their need for agile, rapid growth, have been quick to adopt this type of strategy.“Using Chapter 2 to nest behind your team will allow you to scale and create the best candidate journey,” said Leo.Additionally, Corey added that doing so allowed his team to “focus on strategic priorities”.
"Talent teams need a greater focus on offboarding talent. By the time you’ve said 'yes' to one candidate, you’ve said 'no' to possibly hundreds," said Sophie Rigby.Indeed, building a solid offboarding process is, in many ways, just as vital as a comprehensive onboarding journey.Some 70% of candidates will look at employee reviews before making a decision, and with a compassionate, well-planned exit strategy for employees, organisations are more likely to build a strong employer brand.
Building a respected employer brand is essential to modern recruitment. One way of doing that is by keeping the focus on your people, according to Lorenza Spina.“As you grow, it is imperative that your processes don’t change, and employees remain core to your message,” he said.It’s a sentiment echoed by Sophie Rigby, who said that organisations should be “using their own team to amplify their employer brand.”For example, show potential candidates the positives of working for you through social media and content creation.
With the majority (73%) of candidates being passive, speaking to the people who aren’t looking for a new role is vital.“Regularly sharing good content is key to engaging your passive audience,” said Lorenzo.Beyond content, Lorenzo said that working with educational institutions was a great way to reach out to new talent. “Peak does a lot of work with colleges and universities to organically grow our talent pool.We host Data Science Lunch & Learn events with industry specialists & engage our future talent with discussions on machine learning and advancements in AI Solutions,” Lorenzo added.
Our whole panel agreed that social media was essential for modern hiring strategies. But with so many channels out there, which ones should you focus on?Instagram, with its younger demographic, is a great channel for graduate recruitment. And looking at emerging channels, Leo posed the excellent question: “Is Club House the future talent pool?”The audio-only platform seems custom-built for remote networking, which is a powerful tool for recruiters right now. No doubt, one to keep an eye on.Meanwhile, Lorenzo said that "regularly sharing good content across social media platforms is key to engaging your passive audience.”
A good candidate experience makes a huge difference. In fact, candidates who have a positive experience are 38% more likely to accept a job offer.Our panel agreed across the board.“Candidate experience needs to be high on your agenda when bringing candidates through the process,” said Corey Archard.Quick wins for improving your candidate experience can be as simple as creating crystal clear JDs, making it easy to apply for roles and having a process in place where you can follow up with everyone (whether that’s an automated email for an unsuccessful application or proper feedback after an interview).
With Chapter 2 nested behind your team, you’ll be able to create the ideal candidate journey and scale your organisation at pace.
Get in touch today and transform your hiring strategy.
