With only a month to the 2013 In-house Recruitment Awards how would you like to discover some of the top tips from those in-house recruiters and teams that have been nominated?
Over the past 4 weeks, Qandidate.com the free recruitment system has approached all shortlisted nominees to encourage them to share their stories of success. The response has been fantastic with many recruiters and companies opting to share their recruitment strategies.
Below we’ve aggregated some of the top tips from four of the nominees across the manufacturing, charity and online betting/gaming industries.
Krystle Sahota – HR Manager of Betfred
“You need to really believe in the business you work for before you put that message out externally when recruiting. You also really need to know the business and have good communication skills. And make sure you have a process!”
For the full story behind Betfred’s recruitment strategy click here
Chris Barton – Global Recruitment Manager of Dialog Semiconductor
“Engagement, Engagement, Engagement. Be led by delivering a high quality service. Speak to managers and be as bespoke as you can. Don’t avoid the difficult conversations (i.e. I have nobody yet) and always commit in writing what you have agreed to deliver and then make sure you do it!”
Read the entire Dialog Semiconductor direct recruitment case study here.
Andrew Hyland – Recruitment and Resourcing Manager at Macmillan Cancer Support
“I think that the development of recruitment data is essential. I ask four questions when embarking on a recruitment evolution project
- How visible is the brand
- How easy is it for candidates to apply?
- Are candidates engaged in the process?
- Can we measure our success?
Macmillan’s recruitment evolution has been driven by data and the development of a measurement ethos”.
Do you recruit within the charity sector? You might find the full story behind the Macmillan Cancer Support recruitment strategy of interest. You can find it here
Kate Parkyn – Recruitment Manager at Sporting Index
“As much as direct recruitment was my focus and very rewarding there is still a place for agencies, therefore working in partnership with them is essential. There is no need to work at astronomical rates. If you can reduce the number that you work with, you have more control over your brand message and, as a result, offer more exclusivity and a higher volume for that agency in return. Also, with every job posting, it’s not about volume – it’s about the conversion ratio and the quality that you are getting now and for the future needs of the business.”
Read the full article describing Sporting Index’s internal recruitment strategy here
We hope you’ve found some of the tips above useful, and keep an eye out for more in-house recruitment strategies from more nominees on the run up to the awards!