By GSR2R Admin | 4th April 2022
Both myself and my recruitment clients are finding these posts frustrating. Of course, this number is across the job market and not just for the recruitment market.
If 70% of the general UK population is considering a new job, why isn’t this number reflected in the number of recruiters on the market right now?
Here are our thoughts.
Over my 22 years of recruiting recruiters, one of the things that has become obvious is recruiters don’t really want to leave their role. Therefore, unless something is wrong, they tend to stay put.
Let’s debunk the myth that it’s easy for recruiters to start a new recruitment job. It’s not.
Regardless of how many hot clients you can offer, or how good your commission structure is, the fear for them of not performing will likely keep the best recruiters in a role they are not happy with, therefore not on the market.
Removing the fear for recruiters
Recruiters don’t like to talk about being fearful as their job is to perform. However, what if we could take away the fear without talking about it. This would give you a bigger chance to attract the recruiters you need.
It starts with your branding. In today’s market people are checking you out all the time. As a result, it’s easy to look at what you are saying on LinkedIn and other social media sites about working for you.
If you don’t have the time to promote who you are and why you’re an employer of choice, or think it’s valuable, it is.
Make sure that how you represent your company is authentic and highlights what it’s really like to work for your brand
For example, have members of the team post and share how they feel about working for your brand. Because people engage more with peers at this stage.
There is nothing wrong with the humble brag. If you’re doing a fantastic job for your people and clients, talk about it. Because recruiters want to be engaged with employers who are going beyond recruitment.
Career development and growth is a key driver for recruiters to make that career move. Therefore, highlight your clear development plan and any program you have that supports their training and development. As a result, recruiters see the opportunities you offer for them to scale and advance their careers.
Demonstrating that you aren’t afraid to put your hands in your pocket to invest in the tools that recruiters need to be top performers, is important. Therefore, proving that as a company, you care about them and making them as efficient as possible.
Have recruiters’ benefits been more important than in the last year, as we start to find out new ‘typical’. Recruiters, like all job seekers, want work with people-first employers who have taken into consideration the benefits that best accommodate their changing needs and add value to their daily lives.
One in two employees want to work for an organisation that offers “responsible rewards” to its staff. If you’re making great strides in improving your carbon footprint, let people know about it because it matters to your employees – present and and future.
The primary take away is that if you continue to do the same thing, you aren’t going to move the needle. Make the time to review your employer value proposition and be the company that recruiters want to work for.
This will help show case your business to recruiters that are window shopping and start to give them confidence that you would look after their career.
Successful hiring is bringing in the right person into the right job at the right time with the right skill set for the business problem that exists. If the questions keeping you up at night relate to attracting and training the best talent, improving candidate retention and your internal talent teams’ effectiveness, or reducing long-term hiring costs, we’ve got you covered.
Find out more about our Masterclasses where we empower you to attract and retain your own talent.
Get in touch today for an informal chat today about how to accelerate your recruitment plans and hiring success.
Follow us on LinkedIn for more tips to improve your brand and reputation to appeal to the in-demand recruiters you need.
Until next time,