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.



Permanent staff shortage & increasing demand!

The UK is predicting an increased permanent staff shortage, says the REC.

July’s REC JobsOutlook has just been released and, as ever, houses some illuminating stats…

Permanent staff shortage:

  • 50% of UK businesses expect to face a shortfall in permanent staff. In other words, there is national concern regarding a ‘shortage of appropriate candidates’.
  • 72% of employers are concerned about the ‘sufficient availability of agency workers,’ which is more than double the number of companies reporting the same in 2017.
  • Businesses are, however, highly satisfied by recruitment agency offerings. 83% of companies are pleased with their agency’s candidate pool.

Increasing recruitment demand:

  • Short- and medium-term projections see an increased intention to recruit temporary staff.
  • Almost 1/4 plan to increase their permanent employee numbers within the next three months.
  • Of those looking to increase their permanent headcount, medium businesses show the most growth versus the last survey period.
  • 76% of companies need to recruit new staff members in order to take on any additional business demand.

Partnering with recruitment agencies:

  • 45% of employers now use recruitment agencies to hire their permanent employees.
  • 53% utilise this channel for their temporary staff recruitment.
  • Interestingly, both figures have increased since 2017 (by 2% and 10% respectively).
  • It is the quality of service that matters most to the majority of businesses
  • (76%). Furthermore, 75% of employers are looking for management information from their recruitment agency.

The top reasons to recruit temps include…

  • To provide short-term access to key strategic skills (joint first: 63%).
  • Covering annual leave or staff absences (joint first: 63%).
  • To meet demand peaks (58%).
  • Responding to ‘fast-changing organisational requirements’ (56%).
  • As a cost-saving recruitment strategy (55%).

So how do we overcome the permanent staff shortage? 

The advice from last year’s Skills Shortage article very much still applies – whether you’re reading this as an employer or prospective employee.

[Source: REC July 2018]