Probably one of the most used terms in business lingo, innovation has become synonymous with survival in today’s competitive marketplace. But innovation doesn’t have to be about adopting the latest and shiniest technology to hit the market. Sometimes it’s about looking at your current processes and reinventing them to suit the current market conditions. It’s about being strategic with your time, budget and employer brand to secure that top tier talent.
Following from a very successful debut in June 2018, our upcoming workshop-style breakfast on 6th December will look at new and efficient ways to innovate some of the most fundamental stages in your recruitment lifecycle: your hiring plan, your attraction strategy and your talent pipelining.
Joining us on the day will be Rebecca Sewell, Talent Acquisition Lead at Jacob’s Engineering Group, Scott Johnson, VP Talent Discovery at Redington, and Richard Hutchinson, Talent Generation & Innovation Director at Capita, all of whom will share their journeys to more innovative hiring. Below we find out a bit more about our speakers and what we can expect to learn from them on the day.
Your hiring plan – Rebecca Sewell
Every year, Rebecca is tasked with hiring up to 250 people for the engineering multinational. But just like any recruitment team stuck in a reactive spiral, Jacob’s had no forecasting capabilities in place and were struggling to set up a hiring plan to meet their workforce needs.
“Leadership didn’t see this as a recruitment issue and wanted to take a business wide approach to forward planning,” Rebecca explains. “As we are a hierarchical business, I needed to have that senior level buy-in to be able to make any change that brings value to the company.
“I’ve always been interested in recruitment software and their benefits, so when I came across Foresight earlier this year, I was instantly attracted by their offering because it showed that they understood the need to be proactive and the importance of granularity when setting up a hiring plan,” she adds.
Rebecca will talk us through the importance of setting up a hiring plan to drive unparalleled ROI to our business. “Us recruiters, we like to plan. Having a hiring plan in place will allow us to avoid any surprises in terms of workforce needs in the future.”
Your attraction strategy – Scott Johnson
Following on from Rebecca, Scott will talk us through setting up an attraction strategy led by our employer brand, instead of our jobs and benefits. He will draw on examples from a recent in-house campaign he ran at Redington, that saved the company up to £20,000 in agency spend.
Working together with VONQ, Scott and his team developed a comprehensive campaign, tapping into content and various attraction channels to track their target audience’s engagement with their employer brand and identifying who among them were open to new career opportunities.
“We had a lot of sponsorship from our CTO and we even brought our Head of Creative and Brand on board for the campaign,” Scott explains. “We’re always working together with our marketing team, and their input was integral to the success of our attraction campaign. There should be more collaboration between these two departments because recruitment is another marketing route that’s arguably as important to branding as a typical marketing strategy.
“During the event I will talk about how we structured the campaign, how we decided which channels to use and the different assets deployed on each channel.” Scott’s talk will help us ensure we reach the right candidates in the right place and at the right time.
Your talent pipeline – Richard Hutchinson
Our final speaker, Richard will shine a light on why it’s important to pipeline our talent and use a marketing-led approach to take candidates on personalised nurture journeys. He will reference a recent talent nurturing campaign Capita ran for Essex County Council to recruit 6 social workers over 6 weeks.
“We had a lot of people in our CRM database, but we could only track the history of our relationship with them,” Richard explained. With as much as 80% of talent not actively looking for a job, Capita were looking at a large pool of talent waiting to be engaged.
Most companies try to create their pipelines using just a recruitment CRM but these are only as good as the data you put in them, according to Candidate.ID Co-founder Adam Gordon. An automated pipeline allows you to keep in contact with people, on a more personal level. The process of nurturing means you can really scale up your efforts and understand who is where in the pipeline.
With the help of Candidate.ID, Richard and his team set up a content strategy that could take their talent pool on a journey down the recruitment funnel and identify who is ready for a hiring conversation.
Every presentation will be followed by a hands-on workshop, run by our event partners Foresight, VONQ and Candidate.ID, on each of the 3 key topics. These workshops will enable you to shake up your current processes and, as a result, improve your quality of hire, candidate experience, employer credibility, diversity & inclusion, all while driving hiring costs down.