#FIRMday London 24th November 2016 - Totaljobs: 'What Top Talent Wants'
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Totaljobs conducted in-depth research into ‘What Top Talent Wants’ Jon Banks, Sales Manager, totaljobs will be looking at: • Understanding job seeker behaviour • Top tips to attract sought after talent • Practical takeaways you can implement for recruitment success
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#FIRMday London 24th November 2016 - Totaljobs: 'What Top Talent Wants'
- 1. What Top Talent Wants totaljobs Research Jon Banks: Sales Manager - totaljobs
- 2. The market place UK is suffering skills shortage Brexit – UK economy remains strong and buoyant Recruiters state still a constant need to recruit
- 3. What do jobseekers value the most? Seismic shift in job searching via mobile device Advertise salaryHow job seekers search and apply has dramatically changed the recruitment process Location/details of the role/expectations Career development opportunities Flexible benefits
- 4. Recruiting top talent (before the competition) Consider where your job advertisement is placed Easy contact and quick response rate Provide feedback Clarity on the application process in the job advertisement Fast, straightforward application and interview process
- 5. What can recruiters do to meet the challenge? Improve candidate fit • Make sure all important factors that attract candidates are clearly communicated Showcase your employer brand • Use imagery – build a recognized and trusted brand Match candidate expectations Make a good first impression – invest in your onboarding programme
- 6. Where are employers missing an opportunity? Boosting employee motivation and retention • Offer career development opportunities • Clear objectives and expectations ‘Boomerangs’ are welcome to return
- 7. How to attract and retain top talent Use your brand as an attraction tool Tell candidates what they want to know Be clear about the application and interview process Consider exactly what you are looking for Ensure an agile interview process Showcase your benefits Positive Career Development and Retention Meaningful On- Boarding and Induction ?
- 8. Panel discussion Facilitator: • Jon Banks, Sales Manager, totaljobs Panel members: • Graham Butler, Head of Talent, Living Bridge • Helen Durkin, Employer Brand Manager, Dixons Carphone • Tim Hull, Talent Acquisition, Time Inc
Editor's Notes
- Unemployment rate is at 4.8% (Jul- Sep according to ONS data, released 16 November 2016) 56% said a lack of skilled candidates had been a challenge to attracting top talent The more employers and recruiters understand the needs and habits of jobseekers, the more able they are to adapt their recruitment approach to suit them – and boost attraction and retention accordingly.
- 70% of jobseekers prefer to search for jobs on their smartphone The top 3 things that would attract a candidate to a job advert are: Detail on the role itself (64%), the mention of salary (58%), and detail on the location (43%) Career development is also important to jobseekers with 38% stating that they would stayed with their employer if they had career development opportunities Flexible benefits are also important. 65% of respondents said not all benefits appeal to them
- 57% of jobseekers surveyed said they preferred to use generalist recruitment websites (such as totaljobs) when job hunting. Consider the job advert placement 77% of respondents expect feedback on their performance following on interview, whether successful or not 27% of jobseekers said they’d expect the recruitment process to take no longer than 2 weeks
- Improve candidate fit – make sure most important factors that attract candidates are clearly communicated – saves time and will attract a better candidate fit Showcase your employer brand – use imagery, can be important in building recognised and trusted brand Match candidate expectations – a streamlined process could net you talent sooner and ahead of the competition Make a good first impression – on boarding can be intrinsically linked to retention
- Be clear in the job advert copy to manage expectations Boomerangs – welcoming them back shows the grass isn't always greener
- Use your brand – provides prospective employees an understanding of your culture Tell candidate what they want to know – clear and detailed information including salary, location and benefits Be clear in the application and interview process – most accessible process is more likely to make hard to recruit candidates apply Consider exactly what you are looking for – interview against the qualities and attributes you want your candidate to possess Ensure and agile interview process – interview no more than 4 candidates and be sure to give feedback as will give off positive perception of your brand Showcase your benefits – offer flexible benefits – all candidates are different and will be at different stages of life Positive Career development and retention – offer a structure career path and implement talent reviews Meaningful on-boarding and induction – invest in this and deliver on your promises made in the interview process
- Improve candidate fit – make sure most important factors that attract candidates are clearly communicated – saves time and will attract a better candidate fit Showcase your employer brand – use imagery, can be important in building recognised and trusted brand Match candidate expectations – a streamlined process could net you talent sooner and ahead of the competition Make a good first impression – on boarding can be intrinsically linked to retention