Reputation matters to job-seekers

Why any business looking to recruit new team members would be wise to take a good look at their reputation.

Today’s discussion rather neatly follows on from our last post. If you haven’t read it yet, it highlights the importance of job skills in relation to the ongoing skills shortage.

With many stats pointing towards both high staff demand and low application numbers, employers must appraise their staff attraction approach. And this is where brand reputation comes into the conversation…

Never more important than now:

It’s said that a brand’s online rep is more important now than ever before. Alongside the recruitment climate we’ve outlined above (and over the past few articles!), we all clearly possess the digital means to thoroughly investigate our prospective employers. The stats suggest:

  • 70% of people will always research an employer’s reputation before applying for a job.
  • 56% would not go on to make an application if the business had ‘no online presence’. 57% say they would distrust these companies.
  • As for what the candidates are searching for, employee satisfaction and how staff are treated top the priority list.

The power of word of mouth…

It’s not only low job application numbers that employers should be concerned about. Future buying behaviour may also be affected by their recruitment reputation.

Perhaps understandably, candidates who’ve been through an unpleasant recruitment experience are less likely to support that employer’s products or services. What’s more, word of mouth could further harm wider purchasing choices.

  • 69% of candidates would discuss their negative experience with others – 81% would do so through one-to-one conversations and 18% via social media broadcasting.
  • 47% who heard about such a negative encounter from a friend would be less willing to purchase the brand’s offerings.
  • The experiences most likely to influence buying behaviour included poor interview encounters, and ‘lack of transparency’ regarding salaries or job descriptions, alongside non-existent interview feedback.

A reputation for the positive:

Thanks to HR News, we’ve observed the importance of employer reputation and the consequences of a poor recruitment rep. Now, we turn to Recruiting Times and the draw of a positive impact.

Employees feel that working for these companies would increase their individual happiness and productivity. In addition, staff members would be willing to leave roles that didn’t prioritise a positive or meaningful ethos.

How companies can work with recruitment agencies to improve their employer reputations

  • As well as ensuring you have an up-to-date and easily found website, why not provide some extra details that support your employer reputation profile? This could include links to any awards you’ve received (especially those for staff management), links to review sites, and HR provisions you’re proud to offer.
  • If you have had any negative reviews as an employer, it may be worth discussing these with your Consultant. Perhaps it came from previous management and new methods are now in place. Honest conversations can help your Consultant to communicate openly with prospective candidates.
  • Sometimes it helps if candidates can meet with one or a few employees during the interview process. This also proves a useful tool for ascertaining potential team fit.
  • Recruitment consultants can advise on how to best conduct the interview process, support you in creating the most appropriate job descriptions and help provide interview feedback/updates.
  • The above can also include a focus on your impact statements and brand purpose. This must be authentic though, or else an excited applicant could soon become a disgruntled employee!

Please call the office on 01225 313130 to discuss your recruitment needs.



The job skills special

As ever, we’re keeping a close eye on the job skills news. It’s vital that everyone involved in the recruitment process (candidates, clients and consultants included!) remains aware of the nation’s changing skills needs. Information that becomes all the more vital as the UK skills shortage becomes all the more prolonged…

What exactly is the skills shortage?

Quite simply, it’s the shortfall of suitable applicants for the number of job vacancies that the nation has to fill. It’s an issue that we’ve been discussing for more than 18 months.

The latest job skills news reveals that…

  1. Most businesses (79%) plan to increase their higher-skilled roles within the coming years. However, the majority of employers (66%) worry that they will struggle to find suitably matched employees.
  2. A Barclays LifeSkills survey shows that almost 60% of UK adults ‘lack core transferable’ job skills, including leadership and creativity. Differences are reported among demographic groups.
  3. 2/5 of people are being recruited for roles before discovering they do not have the right ‘soft skills’ required. More than 1/2 of workers have left a role on realising their personality or work style does not suit the position.
  4. SMEs face the worst of the skills shortage, with underperforming recruits costing an annual average of £39,500.

What are the solutions?

According to the reports, changes must be made at a formal education level. All future workers should be equipped with adequate skills for the modern workplace.

Alongside this, employers need to provide continued training opportunities. Therefore enabling existing workers to upskill on the job; aiding staff retention and business growth.

Businesses must also review their recruitment approach to ensure…

  • They are managing to attract enough applicants.
  • Employers also know how to best identify suitable skill-sets.
  • The job offering is additionally appealing enough to compete with those of other (perhaps better known) organisations.
  • Decision-making processes are swift enough to retain interested applicants.
  • While ample onboarding is provided to welcome new staff members.
  • Plus the list really does go on..!

What should you do now?

  • Employers & employees: keep reading articles such as these! We regularly share posts discussing the most sought-after job skills – useful insights whether you’re the one looking to fill these or the businesses competing to attract them!
  • Especially for job-seekers: do all that you can to ensure that you’re searching for the right jobs for you and you’re doing everything possible to highlight your skills. Stop the scattergun approach (i.e. applying for anything and everything regardless of whether it suits your skills and experience!) and make sure your CV clearly matches each job specification you put yourself forward for. Read job adverts as closely as you can – they highlight the most essential skills for each individual role.
  • Especially for businesses: start working through that bulleted list above! Your Recruitment Consultant is the perfect person to call on to support you with this. For tailored recruitment advice, please call the office on 01225 313130.