51 Recruitment jobs ; they may have been suited to different people , with different career paths and different quantities of say creativity or organisational skills . And can I just say for the record that it ’ s pretty impossible to find someone with five years ’ experience of virtual or hybrid events considering it only kicked off in earnest in 2020 , yet I ’ m seeing agency after agency ask for this level of experience .
There is a reason why one of my companies ’ strapline includes the words ‘ the world has changed ’. We ’ re in a whole different world now , with job seekers looking for flexible working and better benefits ; the emotional intelligence side of a role is really important to people now as well , although personally I think it always has been , just now people are more confident to raise their opinions . The world has changed and so the way companies recruit has to adapt and evolve to keep up .
If an employer is using the same old recruitment strategy , they shouldn ’ t be surprised when quality candidates don ’ t flood in .
There are some amazing people out there looking for work . For example , we have around 150 active people signed up on The Hub . Jobs – from virtual and events assistants to creative and operations directors . So I believe we have the right people , they just need the right opportunity .
Employers need to reframe their offer . Rather than place a job advert stating that they are looking for candidates with X , Y and Z skills , or simply a link to a job description ( a huge no-no ), they have to instead promote what they can offer the candidate . There ’ s a lot of choice out there , so an employer has to stand out amongst the noise . The job seekers who were made redundant are angry ; most of them feel they were mistreated . We all appreciate that businesses had to make redundancies last year , but many of them went about it the wrong way and didn ’ t support their teams and the redundant staff when making these decisions .
I ’ ve said this before : there is a massive difference between a job description and a job advert . If your advert is simply a job description posted online with a ‘ we are recruiting ’ post , then you are heading for a fall . You are taking a very half-hearted approach to recruitment and so you should not be surprised with the results . If an employer can ’ t be bothered to do it properly , they can hardly expect candidates to flock to them in droves .
My advice to employers is to not think about attracting the right people , but instead focus everything on attracting the right PERSON . Write the advert as if you are speaking to the one person that you want to attract . Who is that person ? Where are they in their career ? What will they gain from the role ? What makes it ideal for them ?
Here ’ s one last tip : to reduce the number of applicants but increase the quality of candidates , put the salary bracket on your job advert . If you do that , you will get the right candidates applying for the right role .
Go on , try it , and see just how much better and relevant your candidates become . CN www . conference-news . co . uk