Why your recruitment marketing needs to stand out from the crowd
No-one needs reminding about the current scarcity of top talent in the job market.
If you’re an F&B business looking to recruit the brightest leaders and managers, then you need to stand out from the crowd as these are some of the toughest times to land employees.
The latest official figures, released in September 2019, show that there are 1.294m people unemployed in the UK. This is just 3.8 per cent and the lowest level for 45 years.
While this is great news for the economy, for recruiters and F&B businesses looking to hire the best staff, it leaves a very small pond in which to fish.
Right now, it’s the equivalent to a buyers’ market when you go house hunting. The upper hand is with the applicant. They can pick and choose and anything that looks unappealing will just be ignored.
Therefore, your vacancies need to have impact stand out, while your business also has to differentiate itself from the competition. There are some simple ways to do this. Make sure your website is up to date and that it promotes the business as a desirable place to work. This can inspire potential employees to come and want to work for you
The way you market your jobs and your business is vital to securing the right management talent. It is important that you have a touch of guile and style when it comes to marketing vacancies. You also need to back this up with a robust approach to candidate selection.
There are two stages to this process.
The first is the advert and the marketing channels. If you create a poor advert then you will get poor candidates. You need an advert that delivers the right message, has the right look and the appeal to draw in the kind of employee you want.
It has to be very visual, so use images and video and think strategically about the platform you will use. Today, recruitment is driven by the internet and social media, so consider these or find a recruiter that uses these.
When we place vacancies, they not only go on our website, but we use social media platforms like Facebook, LinkedIn, Twitter and we also email them out, targeting the message. This enables us to think smart too, as we schedule posts for maximum exposure and use the targeting options within these tools.
The second element to use is automation tools to filter the candidates.
Your time is valuable and your HR team’s time is valuable, so why spend hours sifting through every application. Automate the process using software that can distinguish if the applicant is appropriate to even be considered.
We have these processes in place at Clarico, so only those applicants that meet the criteria laid down in the job make it to the second stage of the selection process.
Those who don’t have the skills, the qualifications or the experience will be screened out of the process.
It’s not the end of the journey at this point, but by getting it right at the beginning makes recruiting the ideal candidate much easier.
If you want to know more we have a forward-thinking approach and have developed a Talent Acquisition System that uses digital technology to find the best candidates.
We have set ourselves apart from our competition and give our clients an advantage when it comes to securing the best employees.
If you would like to know more about filling your vacancies, please contact our CEO and founder Russ Metcalf by clicking here.