On measuring the success of talent attraction
The success of our campaigns is measured initially against the calibre of the candidates attracted. Marketing to attract volume is no longer an option as numbers do not necessarily translate into quality. Our campaigns include explicit reference to the values of Mencap and, when appropriate, the people that we support. This is representative in all our marketing materials and all digital platforms where we have a presence. We have also begun redesigning our job descriptions to mirror this same tone and feel. We still include within our marketing materials entry requirements or person specifications, but it is not the primary focus.
Adopting Our Inclusive Recruitment has encouraged focused and cost-effective marketing of our roles; particularly care positions, matching the support worker’s skills to the needs of the person we support. It has produced better selection techniques and helped us hire the right person, for the right role, the first time. The by-product of this is improving staff retention.
The resourcing team took a proactive step, identified the key challenges, designed a solution, communicated the benefits to key stakeholders, implemented the framework and led by example. First-line behavioural and values-based interviewing at a pre-selection stage was introduced, offering managers evidence-based shortlists and influencing inclusive selection techniques.