3There is no doubt that candidate attractionis a minefield. Countless solutions exist,both on and off line, to help you attractpeople to your business. In the past,organisations tended to adopt a “silo”approach to candidate attraction opting forstrategies that relied on one single methodof attraction, such as press advertising.It is no longer relevant to “put all youreggs in one basket”. A combination ofwell-balanced solutions relevant to therole you are recruiting for is the optimalapproach and at Hudson, we determinewhich attraction methods will achieve yourobjectives by considering the following:▪ How well known is your brand?▪ Is your employer brand well regardedand positioned in the market?▪ What is your competitive landscape?▪ How competitive is your job offering?▪ How rare are the candidates you arelooking to attract?▪ How large is the potential candidatepool?▪ How specialist is the role you arelooking to fill?▪ How important is employer brand to youand the reputation of your recruitmentprocess?How to approachcandidate attraction…▪ What location constraints exist, if any?▪ How specific are your requirements?▪ What is your track record? As pastbehaviour is a great prediction of futurebehaviour, what methods have workedfor you in the past?Only once we consider all of these factors,can we propose a talent attraction solutionthat is right for you.The CIPD estimates that 82% of companies struggle to find the people they require. andwith currently high volumes of candidates actively looking for work, locating andattracting talent with the right skills and competencies is harder than ever before.The art of selecting the right individuals to succeed within your organisation is muchdebated, and whilst assessment centres and selection tools will help you to determinethe strengths and weaknesses of your talent pool, the question still remains; how doyou get the right people to apply in the first place?It is no longer relevant to “putall your eggs in one basket”
4Hudson OptionsEnsuring that, by the end of therecruitment process, you end up with astrong enough short-list from which toselect your final placement is all aboutgetting enough candidates flowing throughfrom the start.Similarly, the quality of candidates youattract via various methods is of criticalimportance; there’s no point in attracting1,000 applications on a generalist jobboard if your role is highly specific and only5 people could be suitable.Getting the balance right betweencandidate volume and quality is thekey to success, and as such we assessthe attraction needs for each clientindependently.It’s a balancing act…Hudson offers modular candidateattraction solutions and elements of thepress advertisinghudson websitereferals & networkingyour hudson portal other onlinehudson databaseclient micrositeambient advertisingofflineonlinecandidate pooljob board advertisingGetting the balance rightbetween candidate volume andquality is the key to success,offering are combined to produce theoptimum strategy for each individual client.
5As one of the most traditional methodsof candidate attraction, press advertising(whether in specialist, national or localpress) is still an effective medium,especially when combined with otheronline methods of attraction.Hudson partners with oneof the leading advertisingagencies in the UK to sourcethe best advertising options,Hudson Database andNetworkingpress advertisinigHudson’s recruitment database features2.3 million validated candidatesworldwide. This extensive database is arich source of candidates for our clients,and also provides our consultants with anexcellent basis for networking and findingcandidates via referrals.Unlike any of our competitors, we havepartnered with Google to develop abespoke system that uses their technologyto power the search functionality of ourcandidate database. This enables us tosearch candidate records far more quicklyand thoroughly than traditional recruitmentdatabase searches. It also enables us tofind “hidden gems” – as we are able tosearch on the full content of a CV, not juststandard search fields.based on demographics and key statisticaldata. As regular buyers of media space,we have secured preferential rates withall major national, local and specialistpress. We are able to offer both standardjob advert and full creative solutions, andwill handle the entire process for you;from media booking, through copywriting,response monitoring and assessment.2.3 million validatedcandidates worldwide.
6The Hudson candidate website is a richsource of advertising for clients. Withthousands of job seekers accessing thesite each week, applications receivedfrom the site are generally of high qualityand are well suited to the positions weadvertise, due to the specialist practice-based nature of our business.Perhaps the most complex andover-crowded job advertising medium, thevast array of generalist and specialist jobboards on offer is now extensive. In thisover-crowded environment, it becomesdifficult for businesses to select the mostappropriate, cost-effective solutions fortheir recruitment needs. That’s where wecome in.We have extensive experience ofadvertising, tracking and monitoring theresults of all major and specialist jobboards on the web. We use this knowledgeOur job board packages may be Hudson orclient branded. They are created accordingto specific criteria such as industry, publicsector/private sector, location or job level.Additionally, some of the best people arenot actively looking for employment, theyneed to be found. Searching through themyriad of candidates registered on jobboards is a lengthy task, but necessaryto attract passive candidates to youropportunity.Hudson websitejob board advertisingThe website also boasts a portal –my.hudson.com. Candidates who registerwith us access this portal to search forjobs, manage their applications and getadvice on career progression and otherwork related issues. The my.hudson portalis ground breaking in that it also givescandidates clear visibility of the recruitmentprocess. Candidates feel that theirinteraction with Hudson is significantlyenhanced which in turn reflects favourablyon the clients that we recruit for.We are able to offer advertising on theHudson jobsite as well as promotion ofyour jobs direct to our candidate databasevia the job alert and job radar functionsof the portal, proactively marketing youropportunity to candidates who may or maynot be currently looking for work.to advise our clients on the best online jobboard advertising solution to them, andput together bespoke job board packagesto ensure we reach the largest and mostrelevant pool of online job seekers.As we purchase vast quantities of jobboard credits on an annual basis, we areable to handle job board packages for ourclients at a significantly reduced rate. Ourin-house job board advertising team willthen assist you to write, efficiently post andmonitor your job adverts throughout theduration of your campaign.
7client micrositeA microsite is a client branded websitecreated solely for the purpose ofadvertising your current vacancies andenhancing the employer brand. Within theconfines of a standard job advert (onlineor offline) it is sometimes very difficult toget across everything our clients want tosay. By using a recruitment microsite,you can begin to build a real picture ofwhat it’s like to work for your company,thus enticing candidates further to applyfor your role.Our clients use microsites to advertise theirjobs, but also to:▪ Profile their company culture, andadd “personality and colour” to theemployer brand▪ Detail the application and assessmentprocess▪ Showcase current employee successstories▪ Sell themselves as an employer ofchoice, using material they would notnecessarily want to use on their mainsiteMicrosites usually form part of acombination approach to candidateattraction, and are used to capture theresponse from other forms of advertising.Pay-per-click campaigns may also berecommended to optimise web hits tothe site.Built and managed by Hudson, a micrositeis an excellent solution for organisationswishing to profile their employer brand.It may also be used as a cost effectivesolution where an organisation has multiplevacancies.To view Hudson’s library of microsites,please visit our client micrositeshowcase at:http://client-microsites.hudson.com/.By using a recruitmentmicrosite, you can beginto build a real picture ofwhat it’s like to work foryour company,
8your hudson portalConsidered by us as “the next generationof microsites” we are able to offer clientsthe opportunity to develop a full, clientbranded recruitment portal.The Hudson client portal offering is adesignated, client branded, secure onlinesite offering a further communicationchannel that gives you full disclosure toall aspects of your recruitment campaign.Via the portal, you can access currentvacancies, the status of applications, viewapplicant profiles, read your consultantsnotes on the candidates, and extractmanagement information on all aspects ofthe recruitment process.KEY FEATURES:▪ The portal features a status dashboardof job activity, allowing you to check, ata glance, your recruitment activities andthe status of your campaigns▪ The portal allows you to reviewappropriate applications and skillmatches to your roles, requestpsychometric tests and view applicants’details▪ The portal complements the SLAreview process by providing up to theminute data on Hudsons performanceinformation, offering you greaterinsight into the delivery of yourrecruitment supplier▪ It provides a status reporting facility,easily extractable into a format thatsuits you▪ The Portal provides a snapshot ofdiversity information of all applicantswho have applied to your jobs▪ It gives you the ability to make bothon and offline advertising requests forspecific vacancies▪ The portal can be branded with yourlogo so that employees see it as anextension of your own hiring activitiesThe portal can be supplied as part of thestandard Hudson recruitment offeringand for the most part is complimentary;although any specific customisation tothe portal would attract a developmentand implementation fee. We provide24/7 maintenance featuring full back-upservices, archiving and recovery.
9other onlineCombining attraction methodsfor optimum results…The arrival of social networking hasbroadened the opportunities for onlinecandidate attraction. Specific businessnetworks can be incredibly fruitful inproducing an excellent pool of candidatesfrom which to network. In addition,many social networks will now allowyou to actively promote your brand andyour opportunity to candidates withinthe network.Hudson regularly integrates socialnetworking methods of promotion intocandidate attraction strategies.The vast array of options available forcandidate attraction may appear daunting,but importantly, we will select the rightcombination of attraction modules to suityour requirements.Occasionally, but rarely, is one attractionmethod appropriate for the roles werecruit. The highly specialist nature ofour business, and the roles we recruit formean that finding the best talent requirescombining multiple attraction methods foroptimum results.