Poll Results from Our Q2 Events

During the 70 live and virtual events we host from our 1000-strong exhibitions to exclusive half-day breakfasts and targeted dinners we’re able to open a unique dialogue with Recruitment Leaders.
Given the times our quarter 2 events all took place online and in virtual spaces. Through these events, we have been given insightful and intimate details from our audience that has given us the ability to properly champion them. Below are the findings from some of our most successful events in 2nd quarter of 2020.

As we shared in the 1st quarter post, we frequently ask our event audience “what are your main recruitment challenges?” The answer to this poll helps drive our event organisation efforts and better understand the information that our audience is craving. We asked this question at a webinar on protecting the candidate experience during uncertain times, the below information is what we found.

What are your top recruiting challenges?

Attracting the right candidates30%

30%

Improving recruiter efficiency18%

18%

Keeping candidates engaged during a hiring freeze or slow down30%

30%

Recruiting at high volumes10%

10%

Redeploying your workforce / internal mobility12%

12%

As you can see in the poll above, the audience answers tied with Keeping candidates engaged during a hiring freeze or slow down and Attracting the right candidates to be their two main recruitment challenges.

Given the times, the recruitment industry is facing many changes and challenges as we navigate our new normal. A question that is both insightful for talent and suppliers is the state of graduate recruitment. A time that is stressful on graduates and not taken lightly by employers, we asked, How has COVID-19 affected your graduate recruitment strategy?

How has COVID-19 affected your graduate recruitment strategy?

No impact, moving ahead as planned3%

3%

Progressing with an adapted process or programme61%

61%

Currently on hold or postponed24%

24%

Not recruiting graduates this year13%

13%

As you can see in the poll above, graduate recruitment strategy is still moving ahead and Progressing with an adapted process or programme took the lead with 61%.

Next, we asked this audience what skills they look for when hiring graduates and in the poll below, you’ll see all answers were given a considerable amount of votes. But the Ability to prioritise days and deliver results took the lead by just a little bit. Would you agree with this? Let us know below in the comments.

Which skills are most important when hiring graduates?

Engaging and collaborating with peers28%

28%

Ability to prioritise days and deliver results31%

31%

Being creative and copin with constant change23%

23%

Ability to analyse and interpret information18%

18%

At a volume assessment event, we were interested in how confident the audience felt in their organisation selecting quality candidates from large volumes. Sure, this is a big challenge to do but we found that 46% of the audience agreed that, yes, their organisation did know how to select the highest quality candidates from large volumes.

Then we asked them what are the most important things to consider when selecting volume assessments. They answered that Improving quality of hire was the top need and most important to consider.

What are the most important things you consider when selecting volume assessments?

Improving quality of hire55%

55%

Reducing human resource required to recruit3%

3%

Fairness in screening out large volumes38%

38%

Improving employer brand & promoting EVP3%

3%

As we mentioned in the 1st quarter, Diversity & Inclusion is one of the hottest topics in the industry now.

Last quarter we asked, “does your company offer a diverse and inclusive working environment?” In response to the poll, 45% of the audience answered “yes” but not far behind was a “no, but we are getting there” at 36% and finally 18% answered, “we still have a long way to go.”

This quarter, at our Diversity & Inclusion Virtual Conference we asked: Does your organisation have any form of parental returner initiatives in place, aside from “keep in touch” days? and found a very solid 71% “No.”

Does your organisation have any form of parental returner initiatives in place, aside from “keep in touch” days?

No71%

71%

Yes29%

29%

But the next question is whose responsibility is it to keep an organisation in check. It is vital to company success to have a diversity & inclusion strategy but someone has to create and maintain it. So we polled the audience by asking, Who’s responsible for driving culture at your organisation? see the results below.

Who’s responsible for driving culture at your organisation?

HR – they’re closer to the people10%

10%

Our employees – it comes from below28%

28%

Senior management/leaders – it has to be fed from above62%

62%

A few weeks after our D&I conference, we hosted multiple events on Employer Branding including a virtual conference. An exciting topic with some interesting insights focused on trends and EVP.

We first asked the audience if they Have an articulated EVP? And 43% answered yes. To follow up this question, we asked Have you reflected on, or updated, your EVP in the last 2 years? but found a tie between yes and no each with 43% and 14% unsure.

In order to get to know the EB teams better, we asked them to describe themselves in the poll below.

Which of these best describes you and your employer brand teams?

It is likely we will face budget cuts20%

20%

We need to produce more campaigns than ever before24%

24%

My team doesn’t have enough time to get everything done30%

30%

Our brand consistency is under threat14%

14%

Getting design jobs completed is difficult12%

12%

Using video as a tool is very on-trend and could be utilised in multiple steps of an employer brand strategy. We asked the audience, Have you used video in your employer branding campaigns in the past 12 months?, Does your team find it quick and easy to create new videos? and Would you like to use more video in your employer branding activities? See the answers to those polls below.

Would you like to use more video in your employer branding activities?

No0%

0%

Yes100%

100%
Does your team find it quick and easy to create new videos?

No87%

87%

Yes13%

13%
Would you like to use more video in your employer branding activities?

No0%

0%

Yes100%

100%
What one thing are you focusing on most right now?

Content Creation30%

30%

Employer Brand Ambassadors3%

3%

Employer Brand Communications Audit5%

5%

EVP Review23%

23%

Measuring their Employer Brand14%

14%

Planning comms for when recruitment restarts14%

14%

Social Media Profile11%

11%

Finally, we asked the employer brand audience What one thing are you focusing on most right now? and found that Content Creation was at the top of that list followed by EVP Review.

The events we host are not only insightful for the delegates, but for IHR and our partners. From the above information, we can better understand our audience and drive our efforts in partnering with the highest and most qualified in order to gain the most worthwhile knowledge. As we look ahead to the 3rd quarter, we see many changes and transitions for the recruitment industry and look forward to updating you on the results.

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