The role of an in-house recruiter is changing. From a reactive, transactional role, we are now seeing a shift to a more strategic and agile function, capable of adding significant value to the business.
For the second instalment of our Hiring Hacks workshop series, we looked at some of the innovative tools and proactive tricks that drive agile recruitment. Throughout the morning, our participants got to hear a number of successful case studies from industry forward-thinkers and took part in various group exercises, hacking their way to better workforce planning, recruitment marketing and talent nurturing.
Danny Hodgson and Kraig Payne, co-founders at Foresight, kicked off the day with a look at why workforce planning should be the first step in every recruiter’s new hiring campaign. Rebecca Sewell joined them to share her journey to proactive recruitment at Jacobs Engineering Group.
Scott Johnson, VP of Talent Discovery at Redington, followed with a great example of how targeted recruitment marketing has set the company apart in the eyes of tech talent, saving them almost £20,000 in agency spend. Find out more here.
Finally, Richard Hutchinson, Talent Director at Capita, spoke about a recent client campaign to hire 6 candidates in 6 weeks with the help of an automated talent pipeline. If 80% of your talent is passive, candidates need a personalised and marketing-led nurture to be ready for a hiring conversation.
As we are looking at the new recruitment trends and best practice that will shape the new year, one thing is certain: technology is becoming incremental to the modern, proactive recruiter.
Talent Acquisition Lead
VP of Talent