It is completely FREE to register for the In-house Recruitment Awards and takes no more than one minute using our simple tick-box entry form. We will then send you the requested category specific entry forms that need to be completed and sent back by 31st July.
The finalists will be announced the week commencing 17th August 2020. The awards ceremony itself takes place at the prestigious Park Plaza Westminster Bridge on 2nd December 2020.
Categories
This category recognises outstanding service and care for candidates, highlighting an exceptional in-house recruitment operation that provides a uniquely positive experience throughout the hiring process. The winning entry will clearly demonstrate outstanding levels of candidate experience backed up by evidence which includes stats, facts and figures.
Judges will be scoring the entry on evidence of the below seven areas:
- A comprehensive, integrated approach to providing a positive candidate experience
- Considerations on the inclusiveness and accessibility of the hiring process
- Clarity and communication of the full process
- Consistent delivery of an on-brand experience
- Positive impact on candidates
- Positive impact on the wider business
- Effectiveness
Successful entrants to this category will be able to clearly highlight to the judges how their career website reflects the company’s brand ethos, whilst providing an engaging and helpful user experience that engages the jobseeker and provides them with the necessary information and understanding of the role and company whilst also being visually appealing.
Judges will be scoring the entry on evidence of the below seven areas:
- Visual appeal and on-brand synchronicity
- Opportunities to engage and interact
- Providing knowledge of the company, for example; culture, benefits, values etc.
- Technical quality of the career site; responsiveness, user experience etc.
- Considerations and compliancy on the inclusiveness and accessibility of the application process
- Consistent delivery of an on-brand experience
- Positive impact on traffic and conversion
This category recognises the consistency, sustainability and creativity required to develop a contemporary and effective strategy in attracting and engaging an inclusive workforce. The winning entry will provide evidence that their D&I recruitment strategy has made a positive impact to the organisation in terms of diversity metrics and company success.
Judges will be scoring the entry on evidence of the below four areas:
- Accessibility to a diverse range of backgrounds and abilities
- A clearly defined strategy in response to either a particular challenge or business commitment to improving diversity
- Campaign or initiative execution; creativity, innovation, channels etc
- Positive impact on diversity metrics and company success
Entrants to this category will demonstrate triumphs in creating or developing an employer brand which reaches new heights, elevating it to be perceived as a ‘great place to work’. A successful and impactful Employer Brand is an integral part of the candidate journey that acts as an enhancement in the attraction, engagement and retention of talent.
Judges will be scoring the entry on evidence of the below five areas:
- A clear understanding of the EVP and evidence of its incorporation into the Employer Brand
- A strategic, well-planned methodology
- Consistent delivery of messaging and creative across all candidate touchpoints
- Tangible results
- Evidence of creative collateral
This category recognises organisations that have been successful in the creation, innovation and efficiency in the development and execution of an employee referral strategy. Entrants will demonstrate its effectiveness in engaging existing employees to recruit family, friends and associates, with success in achieving desired targets in efficiency, quality and retention.
Judges will be scoring the entry on evidence of the below five areas:
- Full understanding of employee’s motivations and integration into the referral programme
- A clearly thought-out, defined programme in response to either a talent shortage in a function or as part of a wider business scheme
- Consistent delivery of messaging and creative across all candidate touchpoints
- Evidence of effectiveness in employee engagement, retention and cost reductions
- Evidence of creative collateral
This category recognises an individual’s outstanding service, care and attention for candidates, highlighting an exceptional, positive experience throughout the hiring process. The winning individual will be able to demonstrate outstanding levels of candidate engagement backed up by evidence which includes stats, facts and figures.
Judges will be scoring the entry on evidence of the below eight areas:
- A comprehensive, personal, considered approach to engaging with all candidates
- Consideration for the sourcing approach and methodology that shows personalisation and care
- Understanding how and where to communicate with the target audience
- Going above and beyond the call of duty to keep a candidate in the hiring process
- Offering reassurance through clarity and communication of the hiring process
- Consistent delivery of a candidate-first approach
- Positive impact on candidates
- Effectiveness in converting people from candidate to successful hire
Performing executive search for senior hires requires a range of skills and initiatives often distinct from the ordinary process. Entrants to this category will demonstrate success in achieving targets around cost, timelines, number and quality of desired executive level hires, whilst displaying an innovative approach to the overall executive search strategy.
Judges will be scoring the entry on evidence of the below five areas:
- A strategic operating model highlighting a clear market understanding
- Acting as a true business partner to the overall business and in particular, Hiring Managers
- Providing a positive on-brand candidate experience
- Understanding and foreseeing wider business plans which could include succession planning, internal mobility, inclusivity etc.
- Evidence of effectiveness
Times are changing for early careers and graduate recruitment. Academic success doesn’t guarantee expertise in the workplace and with the rising cost of higher education, people are considering alternative routes into their careers. Running a successful campaign for school leavers, or taking advantage of the recently introduced will provide you with a wider talent pool to engage, connect, retain and grow into a successful part of your organisation.
Judges will be scoring the entry on evidence of the below five areas:
- A clearly defined campaign brief, outlining the specific target audience, detailing desired outcomes
- Innovative approach to the delivery of the campaign
- Consistent delivery of messaging and creative across all touchpoints
- Providing a positive, consistently on-brand candidate experience
- Evidence of effectiveness
Within any team there is often a stand-out performer. The winner of this award will be the individual that has demonstrated an exceptional level of attainment: going beyond the call of duty; or consistently identifying the best talent for the business; or creating the most dynamic recruitment strategy; or some other stand-out performance. What has defined them in the past 12 months?
Judges will be scoring the entry on evidence of the below five areas:
- Efficient, proactive approach to the recruitment process and delivery of candidates aligned to defined targets
- Business, culture and stakeholder understanding leading to full comprehension of recruitment needs
- Consistent, on-brand recruitment delivery
- Impact of recruiter offering – acting as a true business partner
- Evidence of success
Every successful recruitment team needs strategic leadership. The winner of this award will be the individual that has shown a consistently high level of team management, leading from the front to develop an entirely productive and efficient in-house recruitment team. Leadership and management take many guises.
Judges will be scoring the entry on evidence of the below five areas:
- Proactive approach to the development and refinement of the business’ recruitment strategy
- Business understanding and the required recruitment operations to meet them
- Business, culture and stakeholder partnership
- Strong leadership and management skills
- Evidence of effectiveness
Starting an in-house recruitment function from scratch takes an enormous effort and this category invites entries from those companies that are new to in-house recruitment and have demonstrated success in a vastly challenging environment.
Judges will be scoring the entry on evidence of the below three areas:
- A clearly defined recruitment strategy
- Improved efficiencies in recruitment processes e.g. technologies, employer brand, candidate experience etc.
- Evidence of effectiveness with a particular focus on time to hire, cost reductions and business partnership, where possible.
Having a structured on-boarding process for new recruits plays a vital role in the retention and engagement of your employees. An effective process allows new hires to acquire the necessary knowledge, skills and behaviours not only for their role, but in understanding the company and how they fit. Thus, allowing the recruit to become a successful, engaged member of your organisation.
Judges will be scoring the entry on evidence of the below five areas:
- A clearly defined and purposeful step by step process flow
- Successful execution and delivery across all new hires
- Consistent delivery of messaging and creative across all touchpoints
- Providing a positive, consistent, on-brand candidate experience
- Evidence of effectiveness
This award invites RPO’s to enter their very best onsite client team(s). Entrants to this category will accentuate the proposed RPO model and be able to evidence how their service improves the recruiting process for organisations. RPOs should act as a strategic partner to a business through technology, methodologies, and reporting resulting in the improvement of such items as the candidate pool, costs and governmental compliance.
Please note this category must be submitted by the RPO company and be based on the methodologies and business solution, using case studies to back up your findings and metrics.
Please note that entries will not be accepted unless signed off, in writing, by the on-site client.
Judges will be scoring the entry on evidence of the below six areas:
- A clearly defined RPO model
- Consistent approach to processes, reporting and candidate quality
- Business knowledge, understanding and partnership
- Improved efficiencies regarding time to hire, cost per hire, quality of hire
- Successful roll-out and implementation of tools, technologies and other initiatives
- Evidence of effectiveness
Every industry has an individual who goes above and beyond, contributing and making a difference, and In-house Recruitment is no different. This peer-nominated award will recognise individuals that have significantly contributed to the success and evolvement of the In-house Recruitment industry as a whole and we welcome nominations for those that you believe are at the top of innovation, passion and delivering a positive change.
We are welcoming nominations from across the industry so whether you’re an in-house recruiter, manager, consultant, ambassador or somewhere in between, this award is for those making a significant difference.
Recruitment Innovation is defined as ‘doing something different to gain a competitive advantage’. This category invites entries from those with demonstrable and effective innovation of either strategy, new internal processes, marketing, use of resources, department collaboration, technology or any other area of difference. We’re looking for industry firsts and evidence of meeting a challenge head-on with an innovative, never seen, solution.
Judges will be scoring the entry on evidence of the below four areas:
- How your entry is innovative. Does it challenge thinking or perception? Has it been seen within the corporate recruitment industry before? Or is it something else?
- A clearly developed link between the challenge/s faced, solution developed, and its impact
- Consistent delivery of an on-brand experience
- Illustration of effectiveness
Recruitment marketing includes all communications used by your organisation to attract talent to work within it, whilst simultaneously building your employer brand. Entrants to this award should demonstrate a successful recruitment advertising campaign that was innovative, functional and, ultimately, productive.
Judges will be scoring the entry on evidence of the below six areas:
- A clearly developed link between a specific challenge and the subsequent attraction strategy developed
- A well-planned strategy and effective go-to market methodology
- Purposeful use of channels, tools and techniques
- Consistent delivery of on-brand messaging and creative across all content and candidate touchpoints
- Tangible results
- Evidence of creative collateral
Entries are open to in-house recruitment teams with less than one thousand employees who can showcase their collective achievements of recruitment goals, development and/or refinement of recruitment strategy, innovation, effective campaigns and working closely with stakeholders (corporate, line managers, candidates, etc) resulting in a positive impact on their organisation.
Judges will be scoring the entry on evidence of the below six areas:
- A clearly defined recruitment strategy, aligned to business needs
- Development and/or refinement across key recruitment components
- Improved efficiencies in recruitment processes
- Consideration of candidate care and understanding of talent market
- Business understanding and partnership
- Evidence of effectiveness
Entries are open to in-house recruitment teams between 1,000 to 5,000 employees who can showcase their collective achievements of recruitment goals, development and/or refinement of recruitment strategy, innovation, effective campaigns and working closely with stakeholders (corporate, line managers, candidates, etc) resulting in a positive impact on their organisation.
Judges will be scoring the entry on evidence of the below six areas:
- A clearly defined recruitment strategy, aligned to business needs
- Development and/or refinement across key recruitment components
- Improved efficiencies in recruitment processes
- Consideration of candidate care and understanding of talent market
- Business understanding and partnership
- Evidence of effectiveness
Entries are open to in-house recruitment teams with more than five thousand employees who can showcase their collective achievements of recruitment goals, development and/or refinement of recruitment strategy, innovation, effective campaigns and working closely with stakeholders (corporate, line managers, candidates, etc) resulting in a positive impact on their organisation.
Judges will be scoring the entry on evidence of the below six areas:
- A clearly defined recruitment strategy, aligned to business needs
- Development and/or refinement across key recruitment components
- Improved efficiencies in recruitment processes
- Consideration of candidate care and understanding of talent market
- Business understanding and partnership
- Evidence of effectiveness
Entries are open to in-house recruitment teams within the Technology sector who are able to showcase their collective achievements of recruitment goals, development and/or refinement of recruitment strategy, innovation, effective campaigns, working closely with stakeholders (corporate, line managers, candidates, etc) and impact on their organisation.
Judges will be scoring the entry on evidence of the below six areas:
- Development and/or refinement across key recruitment components
- Improved efficiencies in recruitment processes
- A clearly defined recruitment strategy, aligned to business needs
- Consideration of candidate care and understanding of talent market
- Business understanding and partnership
- Evidence of effectiveness
The ever-increasing use of video as part of a modern world has lent itself to incorporating itself into the world of candidate attraction and engagement. Use of video has the opportunity to accentuate an employer brand, so the need for initiative and creativity increased. This category recognises these traits as employers look to stand out from the crowd through video.
The video might be stand-alone or part of a wider social/digital strategy, but it must be a video in its own right, and not a collection.
Judges will be scoring the entry on evidence of the below five areas:
- An initial brief and understanding of its purpose
- Deliberate use of channels, tools and techniques in reaching target audience
- Strong execution and delivery through the chosen channel
- Creativity and originality – consistent on-brand messaging, innovation, audio, visual etc.
- Evidence of delivering the brief
Entry Forms
You can enter multiple awards by ticking the categories you want to enter and we’ll email you the relevant entry forms.
Completed entry forms must be submitted by 31st July 2020 and the finalists will be announced the week commencing 17th August 2020.
The awards ceremony itself takes place at the prestigious Park Plaza Westminster Bridge on 2nd December 2020. If you have any questions or would like any other information, you can contact us here.
TOP TIPS
The 2020 In-house Recruitment Awards is open to any company, agency, creative or individual producing work specifically to recruit talent in the period from 1 August 2019 to 31 July 2020.
FAQs
The In-house Recruitment Awards 2020 is open to any company, agency, creative or individual producing work specifically to recruit talent in the period from 1 August 2019 to 31 July 2020.
Joint entries where agencies and clients have developed and delivered the recruitment solution collectively are accepted.
There are 21 award categories. Each entry is judged by a panel of Talent Acquisition professionals from major blue-chip companies, experts in creative, digital and account direction from some of the UK’s leading recruitment marketing agencies, and recruitment technology specialists. All entries will be judged against the criteria indicated for each category.
Entries from outside the UK are welcome providing that the company being entered has a UK presence and the entry is based on the work completed in the UK.
Entries must be submitted using the Entry Form provided for the requested category with all pertinent information included in this document. Links and illustrations can be included in this document. Video files should be sent via links.
Each section of the entry should not exceed more than 600 words. Additional documents and visuals may be included as separate attachments to enhance your entry but please note that these documents will not be reviewed in place of the Category Entry Form.
Submitting the same entry into different categories is allowed, however, it does need to be tailored to each of the category’s specific criteria so they are not duplicates.
Entries arriving after the closing date will be disqualified. Any entries received incomplete, illegible or not complying with the rules will be disqualified subject to the discretion of the judging panel.
All entries will be judged against the criteria indicated for each category. Each entry is judged by a panel of Talent Acquisition professionals from major blue-chip companies, experts in creative, digital and account direction from some of the UK’s leading recruitment marketing agencies, and recruitment technology specialists. Decisions of the judges will be final.
The final shortlist will be announced online week commencing 17 August.
If you have not received confirmation that your entry has been received please contact Thelma Pantazis on 0203 976 3464. No responsibility can be accepted for entries lost or delayed in transit.
Entry into the In-house Recruitment Awards 2020 is open to any company, agency, creative or individual producing work specifically to recruit talent in the period from 1 August 2019 to 31 July 2020.
Deadline for entries is 31 July. There is no entry fee.
Entries must fulfil the definitions of the category in which they are entering (see category entry forms for details). Entrants should provide clear responses under the 3 headings listed in the entry form:
• Overview: The objectives/purpose/methodology
• Achievements: The solution/strategy/delivery/details etc.
• Measurements of effectiveness
Entrants must clearly state the objective of the work where required. Where measurement is requested, statistics and/or specific data must be provided.
All work should be entered via email to [email protected]. Video files can be uploaded or submitted via links provided by the entrant.
If you have work which needs to be sent directly (e.g. literature, CDs, DVDs or where physical interaction is required) please inform Thelma Pantazis on [email protected] or 0203 976 3464. Additional material should be sent to: Thelma Pantazis, In-house Recruitment Awards, 4th Floor, 10 Lower Thames Street, London, EC3R 6AF.