Friends with benefits: how to use internal reward schemes to hire directly When you’re thinking of hiring into your team, there are several options to consider before pressing go on that recruitment agency briefing call. Whilst a recruiter will have a strong network outside of your business that they can lean into to find candidates for you, there is
In a homogenised market, price is king: learn how to promote flexible benefits as a way to attract the best candidates without getting into a bidding war Have you ever walked into a phone shop and tried to buy a new phone? Confusing isn’t it. So many options available and essentially they all offer you the same features – talking,
Do you know the difference between a linear career path and three-dimensional career progression? Your employees certainly do. When you make an offer to a candidate to work at your business, do you talk to them about their individual career progression, or do you just explain the career path that the company offers? That may sound like the same thing to you, but
…but how do you make sure you are really seeing and not just looking from a distance? We live in a feedback-obsessed review culture. Everywhere we go, everything we do, everyone we meet, we’re constantly asking “how was that?” “what did you think?” “would you recommend it?” From eating lunch to going on holiday to buying a
If you don’t walk that journey with them, they’ll keep on walking right out the door. Imagine the scene: you’ve bought yourself a nice new pot plant for your office. You pop it down in the corner and feel pretty proud of yourself for snapping up such a lovely addition to the room. So you head off
… or are they just turning up for work and slowly switching off? A great employee will eventually outgrow their current role, but a great employer will have put in place a career development programme to keep them engaged, loyal and happy to stay with the company and evolve within, rather than move to a new role in a new company.
and how can you be confident of making the right offer? How many times has one of your recruitment processes come unstuck at the 11th hour because of salary? Maybe you’ve lost a candidate to another company’s offer, or maybe they just stayed put? And how many times have you really analysed what went wrong and
Why are your employees leaving and how can you effectively react to stop the cycle? Let’s try a little experiment: write down the names of the last ten employees who left your company. Doesn’t matter what the context was or what level they were, or even how long they had been with you. Now, next to
On paper the candidate was perfect. Their salary expectations were in budget. They impressed everyone who interviewed them. You all agreed they would be an excellent hire… …but they turned you down. So what went wrong? Well, let’s start by analysing that first paragraph: every statement there is about a candidate fitting into your predefined
What do candidates think of your brand? Are you appealing to the best in class or are they passing you by? Chances are, when a potential candidate sees your job advert or is called by a recruiter, they will already have an opinion on your brand. And that opinion will significantly affect their decision whether
