1. Understand your employer brand
Whether you’re a small start-up or a multi-national, you have an employer brand that influences your ability to attract the best staff. It’s not just your logo and corporate branding, your employer brand is the reputation you have as an employer based on the culture and values of your company and the experiences of your current and former employees. Having a strong employer brand means you’re more likely to attract talented candidates.
2. Prepare for the future
It’s easy to think that in the current market there are unlimited employees for every vacancy, but many employers tell us finding good quality candidates is harder than it seems. Your brand influences whether candidates make a positive or negative judgement about a company and whether they want to work there. Making sure your employer brand is appealing to candidates will put you in a good position to grow your workforce and seize opportunities when workloads increase.
3. Consistency is crucial
Every interaction a potential employee has with your organisation during the recruitment process is a reflection of your brand. For example, if a strong candidate isn’t right for one job, leave them with a positive image of your company as you might find a role for them in future. Once you do employ someone, ensure the promises you make during the recruitment process match the reality of working for your organisation.
4. Think about third party suppliers
A recruiter may be the first contact an employee has with your company so they need to make a good impression, understand the values of your organisation and be able to offer advice on how to appeal to the right candidates. Think of your suppliers as extensions of your brand and make sure they will provide a good service to your potential employees.
5. Treat your temporary workers well
Building up a pool of skilled, loyal and reliable workers means ensuring any experience they have with your organisation is a positive one. Treat your temporary workers well while they are working with you so they leave an assignment enthusiastic for the next opportunity to work with you, and you will be able to call on their expertise when you need them in the future.
By Duncan Bullimore, director at Hays Construction www.hays.co.uk/construction
