Written by
Shelley Hoppe

07 Feb 2017

Before, during and after: nailing the perfect recruitment strategy

07 Feb 2017 • by Shelley Hoppe

There is far more to recruitment than simply issuing an online call for CVs. You first need to be completely aware of who you want to target, how you can reach them, and what you can do to ensure talented individuals view your company as one they’d like to work for.

And, even when you’ve found your ideal candidate and given them all the incentives needed to sign a contact, there’s still much to be done to keep them happy, engaged and brimming with loyalty. 


When it comes to the jobs market, individuals hold the power. Talented folk will often find themselves offered more than one job, simply because they have skills and attributes that numerous companies find desirable. The most capable people do not have to clamour for jobs; rather, it’s the role of the company to make their offer too good to turn down.

Positioning yourself as an employer of choice isn’t something that can be achieved overnight. It requires time, concerted effort and, most importantly, honesty, to create a brand image that resonates with people. You need to establish, develop and portray a culture that accurately reflects what being an employee of your organisation is like. There’s no long-term benefit to putting across a vision that turns out to be anything other than completely truthful.

It goes without saying that you want to hire bright, motivated and gifted individuals, but it’s also essential that they want to work for you. By cultivating and portraying an authentic impression of your office environment, what work you engage in and what type of people you hire, you’ll appeal to individuals who like what you do and want to be a part of it.

You also need to be aware of what aspects of your business are working well, and what may areas need improving. Keep in mind long-term plans for expansion and gaps that need to be filled, and research how you can go about reaching the people that have the potential to make your business better. Knowing exactly what type of skills you require to help enhance your company’s overall output is vital when it comes to bringing in fresh blood.


Remember when times were simpler, and all it took to hire a member of staff was placing an ad in the appropriate publication and sitting back to watch the CVs roll in? Well, those days are long gone; the process in now more extensive, and having a clear and defined strategy is essential.

According to a recent report by Citation, 65% of business owners believe that introducing a robust recruitment strategy has a direct impact on business success and financial growth. Not only that, but those same business owners are adamant that a structured hiring process enhances employee morale, increases overall levels of happiness and improves retention levels.

When it comes to actually advertising for a role, there are a few things that can help you attract the right attention. Openly declaring the salary, for example, is something that would-be employees truly value. According to Jobsite, not including salary information can result in 35% of jobseekers deciding against submitting an application. Jobsite also notes that after job title and location, salary is the most used search function by jobseekers. By failing to be fully transparent, you could well be pushing away your perfect candidate.


So, you’ve managed to convince your ideal candidate that you’re the ideal employer. Job done, right? Well, if your aim is simply to get them to sign a contract, then sure, go ahead and put your feet up. But if you want to ensure talented individuals stick around, you need to keep them happy, engaged and satisfied.

Research has shown that 71% of UK millennials expect to leave their current employer within the next five years, while only 29% of individuals aged between 18 and 34 say they are emotionally or behaviourally engaged at work.

If you’re not putting significant effort into finding out what your employees want – be that in terms of education, perks or progression – then you’re essentially pushing them away. Employees are every company’s most valuable asset, and it’s the organisation’s role to ensure that comes across.

If members of staff want additional training, find ways for them to learn. If they are looking for more responsibility, a promotion or a raise, let them know how they can achieve those goals. Constant communication and interaction are key; make a point of chatting with employees, because that way you’ll stop any thoughts of seeking a job elsewhere forming.

Significant upheaval in any form is something most people want to experience as infrequently as possible, and moving job is rarely done on a whim. Some of the most common reasons that result in someone leaving a role are because they want a new challenge, feel they’ve stagnated in their current position, have lost faith in the company’s ability to deliver, or are being asked to carry out tasks that were not part of the original job description.

There are of course myriad other reasons, but the ones listed are just a few that could be addressed quickly and easily in-house before it even crosses the employee’s mind that they should be looking elsewhere. If you truly value your staff, then you should be doing everything in your power to keep them happy for as long as possible.