Bold Identities
Bold Identities
 
Book A Call

Leave your details below and one of our team will call you to discuss our offering in more detail.

Download Brochure

Fill out the form below to receive a copy of our 2018 Products & Services Brochure direct to your inbox

Talent attraction in the information age, are you winning?

Recruiters/hiring managers...

How many times have you briefed an excited candidate on a well-matched role.... only to be later advised that they aren't interested, after some basic online research on the firm? 

Employer branding is becoming more and more important in candidate driven markets. Candidates are now in control and they need to be 100% sold on the hiring company. This is particularly prevalent when we offer candidates a range of relevant opportunities and they only get excited and commit to 1 or 2 - the ones with an impressive online brand. 

The consumer buying dynamic has changed, often a customer has done 60-70% of their research before they take any action and this is exactly what is happening in the job market too. 

The information age has well and truly taken hold. Every aspect of life is featured for all to see online – shopping to dating, from banking to keeping in touch. The fact is that we can go online and find out anything we want to know about any aspect of life, whenever we fancy. If we have a DIY job at home or want to look up our illness symptoms (not advised!) we go onto Google and look at the advice there. It is a huge source of information and the wiki model means that information is assessed and refined all the time.

Business is no different to any other aspect of modern life when it comes to the Internet and the digital age. The climate has changed for business in so many ways over the last 20 years, the last 10 years, the last 5 years and even the last year. The fact is that it is changing constantly, every single day and will continue to do so. Technology has become a catalyst for change as some industries have disappeared from the physical world and gone totally digital; leveraging the changes and technological advances. Others still have fought and fought the advance of technology and find themselves at a crossroads.

Take the estate agency industry for example. Traditional high street estate agents have dabbled in technology through property portals and have an internet presence through a cursory website but are really quite resistant to the change that technology brings. There is currently a wave of online-only estate agents advertising on television and the Internet that are in direct competition to the high street agent. The high street agent sees these new entrants to the industry as cowboys that don’t understand the game and a nuisance. But the game has changed and industries don’t look anything like they used to. Those that aren’t reacting are getting left behind, and those that are taking advantage of the constantly changing landscape are forging completely new versions of industries that have been around for centuries.

There is a reliance on technology that can bring out the good and the bad in all aspects of business. When it comes to recruiting and retaining the best talent you need to get this right. The average candidate knows upcoming trends in technology like the back of their hand and can use it to look you up in an instant. Candidates can use the shortcuts that the Internet provides to get right into the details that they want to see. They can instantly find out if they believe your company fits what they are looking for.

The average candidate doesn’t mess around applying for roles with companies who don’t match their high ambitions. They're able to cut to the chase and decide in a very short period of time whether they want to apply or not. If so, then you will see the applications flood in. If not, then you may never see or hear from them again. Because modern life is so interconnected you can lose customers as well as potential applicants from your Internet presence. If you don’t match the values of the millennial and convey that message in a concise and convincing way then they may not consider your firm at present, and will probably never look for a job with your organisation in the future.

The changing business landscape and the connectivity of the Internet have a huge impact for recruiting the top  talent.

In the past it was your job advert, your job specification and your communication with applicants that defined the perception of the job role. There was a narrow definition of what the job entailed, which was completely controlled by your own job description. From there you were able to control what people thought of the potential job that was being advertised and to convince the applicant that it was what you wanted them to think it was.

Now, your employer brand and company profile is there for everyone to see. It is a straightforward process to look on your Twitter feed, your Facebook timeline, your website or to find your current employees online to see what you are all about. Your job advert may say that you are a progressive company that gives recruits a great opportunity to progress quickly if they display the right talents and behaviours. But if the current team do not agree with that you may find comments on social media that suggest that it isn’t the case. If your company website and careers site shows a different level of professionalism or a changed set of values to your job specification then your potential recruits will be able to sniff this out and you will lose applicants that once you were able to attract.

With the changes in communication that the information age has brought about the cat is out of the bag. Your company becomes what the public perception of it is.

It takes a few clicks of your keyboard and you have more information that you can ever process about any company in the world. Who founded it, how it was founded, customer reviews, complaints, trading figures, recent job losses and every other aspect of a company is out there somewhere. Your potential applicants will know all about you before they make that application and may or may not follow through their interest based on the information they find.

Your profile on the Internet consists of many things from news articles, to press releases, marketing work and on to anything one of your team posts about you. A good profile can make the difference between success and failure when it comes to recruitment because decisions are made based on how you are perceived by the public from the information they can gather.

Of course, all of this is a two-way street because a company can do its research about a potential applicant before they interview, or even before they are offered an interview. Careers advisers in schools are teaching teenagers to be aware of the information they put about themselves on the internet. This is useful to create the right image for any potential employer. 

Do you value your team? Is there a real scope for progression? Is the bonus any good? Is it achievable? Is the company financially sound?

These are all questions that potential employees have and they are better positioned now to find out this information than at any time in the past, because of the digital age.

Information is swapped freely because it helps others and because the information is free, it is valued. The digital age is constantly reshaping the market that business operates in. The advent of information as an asset that directly affects what goes on your profit and loss is quite a new one for business to get to grips with but it is happening all around us. When it comes to advertising a new vacancy then your information directly affects the talent pool that you will be fishing in.

Get it right and you can be looking at better applicants that will take your company forward. Get it wrong and you could end up treading water, or even worse. The better quality of the applicants means that you can save costs by advertising your vacancy only once. You will get the applicants you want the first time. It will save time because you will be able to select from the first list that hits your desk. You can save the potential of a vacancy sitting idle in your company for several months because you can’t find anyone to fill it.

The information that the world holds about you is accessible 24 hours a day, 7 days a week and 365 days of the year via the internet. Your internet footprint can be accessed and used by potential employees to make their own decision on whether you are the type of organisation they want to work for, whether you live up to your promises and whether they will apply. A smaller pool of applicants will inevitably mean that you get a smaller choice and more than likely a lower standard of new recruit.

The trick is to make sure that you are able to make use of the information age, showcase a powerful employer brand and turn it to your advantage.

My next few posts will focus on how to raise your employer profile and stay ahead of the game in the information age.

< Back

The Recruiter's Growth Hub.

From recruitment marketing insights to the latest recruitment technology trends, The Recruiter's Growth Hub is a place to stay up to date with the latest trends and guidance.

  •  

    NORA Nomination for Mattinson Partnership Website

    Mattinson Partnership has been nominated for the “Best Newcomer” award at the NORA Awards, alongside Google For Jobs. The Best Newcomer award recognises all types online recruitment in every category, and can include job boards, employers, recruitment agencies and more. This can also include a newly-launched website or service from an...

    Read More +

  •  

    How an instant chat function can benefit your recruitment agency

    How an instant chat function can benefit your recruitment agency Providing excellent customer service is essential for any recruitment agency, so being there to answer questions instantly can boost the connection you make with candidates and hiring managers alike. The phone is one way of doing this, but how do you make it happen on your website? W...

    Read More +

  •  

    How can I encourage users to go beyond the homepage of my recruitment website?

    How can I encourage users to go beyond the homepage of my recruitment website? It is becoming increasingly common for job seekers to discover and apply for jobs through recruitment websites. Moreover, some roles are only exclusively advertised through recruitment agency sites. As a result, it has never been more important to retain visitors on you...

    Read More +

  •  

    Can social media be damaging to my recruitment business?

    Can social media be damaging to my recruitment business? There is no denying that social media for a recruitment business can be very powerful. On the other hand, it can be difficult to control. And can sometimes attract negative attention. Which can occur at sometimes a spiralling level. Companies must keep a close eye on their social media. This...

    Read More +

  •  

    Recruitment Branding Without Breaking The Bank

    Recruitment Branding Without Breaking The Bank Effective branding for your recruitment brand can take a lot of the strain when it comes to finding clients and candidates. If you are recognisable as an expert in your field then you will find that people come to you, rather than the other way around. But, getting your branding right can feel like ...

    Read More +

  •  

    Making The Most Of Email Marketing For Recruitment Agencies

    Email marketing has developed a bad name over recent years with spam filling up many of our inboxes. We sign up in good faith when something sparks our interest but this can quickly change to another email about GDPR or PPI! Nobody wants that. With this in mind, many people have become incredibly protective over their inbox – or have gone the oth...

    Read More +

  •  

    Why The Focus On UX IS Vital For Recruitment Agency Websites and Apps

    Don’t be fooled by the term UX as a buzzword that will disappear over the next few moths or years. Although terms tend to come and go, UX or User Experience is here to stay. In basic terms, it refers to how easy it is for people to use the interfaces on your  recruitment website or app. It might sound obvious, but you will tell a website tha...

    Read More +

  •  

    Is your recruitment agency experiencing success through your current marketing strate

    Introduction Many recruitment agencies believe that the best way to market their current vacancies is to spend money posting them on job boards. Although this can contribute to some success, it can be expensive. There are other potentially more effective ways to advertise job posts that can also save on marketing budget and we have explained the...

    Read More +

  •  

    Recruiters, are you offering employer branding & digital services to your clients

    Recruiters, are you offering employer branding & digital services to your clients yet? With the rising demand for skilled talent, hiring companies are looking for an all-round talent advisory & recruitment solution. A full-service consultancy that doesn’t just provide CVs of suitable candidates but also offers advice on digital strat...

    Read More +

  •  

    Google launches its new Search Engine: Google for Jobs

    Google launches its new Search Engine: Google for Jobs In 2017, Google rolled out it’s new job search engine in the US: Google for Jobs. The service aims to make it easier for jobseekers to find their ideal role using AI to closely match job searching criteria. Google remain pretty tight-lipped about when this will be rolled out in the U...

    Read More +

  •  

    Tools of Titans – Tim Ferriss – Book Review!

    Summary Tim has developed quite a following for his podcast and takes the best bits from that into this book. It marries interview material with his own thoughts and looks at how to get the most out of the shortest time available – think his previous book The 4 Hour Work Week on steroids! Recommended reading for… Anyone who seeks or find...

    Read More +

  •  

    Thinking, Fast and Slow - Daniel Kahneman – Book Review!

    Summary It shows the subconscious brain behind what we consider to be ourselves. We have two systems – one that is emotional, moves quickly and is intuitive. The second is mired in logic and deliberation. This book shows how the systems work and how this can affect our lives - for better and for worse. Recommended reading for… Anyone who...

    Read More +

  •  

    Chimp Paradox –  Steve Peters – Book Review!

    Summary Want to work like a senior manager or succeed like an elite athlete? Well, focus and confidence go a long way to achieving this. Steve Peters is a psychiatrist that has successfully helped stellar performers with a mind-management programme the gives you control back. Recommended reading for… Anyone who hasn’t looked in the mirro...

    Read More +

  •  

    Recruitment Gamification. A fad? Or, the future?

    Gamification - the future of recruitment? I think not…. But, I do think it will have a vital role to play over the coming years. Particularly engaging Gen Y & Z. Most notably, within the tech industry… Gamification is starting to be used in many different areas of life. Here are our thoughts and ideas on 5 ways to gamify the rec...

    Read More +

  •  

    Talent attraction in the information age, are you winning?

    Recruiters/hiring managers... How many times have you briefed an excited candidate on a well-matched role.... only to be later advised that they aren't interested, after some basic online research on the firm?  Employer branding is becoming more and more important in candidate driven markets. Candidates are now in control and they need to be...

    Read More +

  •  

    Inspiring action. Start with 'Why?

    I’ve been getting stuck into some great Ted Talks online recently... One of which really gripped me recently: Simon Sinek talking about how great leaders inspire action… Simon believes that great leaders can inspire those who come into contact with them by creating an environment that is based on cooperation and trust. Change is anot...

    Read More +

  •  

    Millennials. Lazy, narcissistic, entitled?

    A glimpse at a current book project I've been working on, looking into the Millennial Generation and, more importantly, how to attract, engage and retain them... An initial draft from an opening chapter...  "By the year 2020 it’s predicted that half of the workforce will be made up of Millennials. Whatever you wish to call this ge...

    Read More +

  •  

    Talent Magnets!

    Increasing your talent pool! One way to increase the pool of talent you can reach out to when looking to hire, is to build up an email list of potential recruits; a group of talent who have already shown an interest in working for your company. Imagine that you have access to a list of interested potential recruits in your target market, who have ...

    Read More +

  •  

    Utilising Boolean Search to source talent

    Boolean Search has been around for over 150 years. It was invented by George Boole as a form of logic to define data and how it is used. It uses basic pairs of terms such as on/off and true/false to define what the data does and allows the user to interrogate the information to get their own relevant results. It is a branch of mathematics, but Bool...

    Read More +

  •  

    Employer Brand Vs Customer Brand

    The values that a customer holds will often be very different to the values that a potential employee holds. The journey and experience is different. You will have a plan to take your new recruits through a period of embedding, training and development that you just can’t replicate with a customer, whose journey takes them from customer to lo...

    Read More +

  •  

    The Talent Magnet: Available on Amazon

    As some of you will know I've been working on a book project over the last year called 'The Talent Magnet'. The book has a focus on employer branding and recruitment marketing strategies to attract Millennial talent. It's now available on Amazon in print and Kindle here... https://www.amazon.co.uk/Talent-Magnet-Recruitment-Strategies-M...

    Read More +

  •  

    The blurred lines between sales & marketing

    There was always a line drawn between the sales and marketing teams. They have been separate functions in the same companies for a very long time and they both went away and carried out their own tasks without much connection to the other. Each did their own thing and if we are quite honest about it, they liked to blame the other for anything that ...

    Read More +

  •  

    6 Ted Talks to Watch Before a Job Interview or Important Meeting

    Job interview on the horizon? Important meeting? Want to boost your confidence?   Here's a summary of 6 Ted Talks to watch to get your head in the right place.   Daniel Levitin: How to stay calm when you know you'll be stressed You need to stay calm in a situation to get the very most from it. The brain releases cortisol in any stre...

    Read More +

  •  

    How to Structure Your Interviews to Maximise Your Time With Top Talent

    One of the biggest pain points when recruiting is the time and effort it takes hiring managers to hire top talent. Follow the below steps to weed out weaker candidates and maximise your time with top performers.   Sell The interview is a two way process. You must always be selling to your candidates. Sell the opportunity to work for your co...

    Read More +

  •  

    Talent Attraction via Remarketing

    We’ve all experienced remarketing: you visit a website and, as if by magic, there are adverts on there for something else you’ve looked at recently – maybe that book on Amazon or the tickets to the match that you were researching.  Remarketing is a common strategy and has quite remarkable results. It has been said to help re...

    Read More +

  •  

    Using PPC & Google AdWords to Attract Talent

    There may be times when you want to ramp up your recruitment efforts. It is a great thing to be able to build an employer brand over time, with your content marketing and pool of applicants working away in the background to fulfil future vacancies. But sometimes you may want a quicker solution and feel that paying for results is the right way to go...

    Read More +

  •  

    Engaging Your Talent via Content Marketing

    Engaging with your talent market through content marketing is a tool that forward-thinking businesses should embrace. It’s a proven success. You can connect with potential new employees and build a relationship that you can nurture over the longer term.  When you are ready to recruit, these people will be more likely to apply for t...

    Read More +

  •  

    Engaging Your Talent via Email Marketing

    Email marketing is big business. When done correctly, such as in the way Amazon uses it, it can generate huge sales to genuine prospects. If you are serious about hiring top talent your talent pool needs the same attention as your customers.  Customers prefer to receive communication by email and respond in large numbers to specific offers or...

    Read More +

  •  

    Features to Include in Your Mobile Recruitment App

    Technology continues apace in all areas of life, and recruitment is no different. To be able to attract the top talent you need to produce new and innovative ways of engaging your audience and retaining their interest. The latest developments have married the functionality of the dating app with the more traditional job listings website to produce...

    Read More +

  •  

    Recruitment / Careers Websites That Convert & Get Results

    We have established over and over again in previous articles that recruiting top talent is a sales and marketing effort. Therefore, the product you are selling (your careers) needs a shop window just like anything else that you would sell. Not having a dedicated website to sell your goods or services would be crazy. So why expect this to be an...

    Read More +

  •  

    Employer Branding - The Benefits

    An employer brand is intangible. An employer brand identity however, is a tangible asset that adds value to your business and promotes what you stand for across all media platforms. A strong customer brand identity commands a higher value premium price. A strong employer brand identity commands top-level talent, the cream of the crop that thrusts y...

    Read More +

  •  

    How to Attract Gen Y to Your Sales Roles

    Sales jobs have had a bad rep with Millennials due to the way that sales were always conducted in the past. Deals being done on the 19th hole of the golf club or backhand deals being struck are images that have been hard to shake off when it comes to finding the right millennials to work on your B2B Sales team. It often takes longer to fill a ...

    Read More +

  •  

    Features to Include on Your Social Intranet

    The social intranet that your company employs can mean a great deal to your recruitment and retention of the top talent that your company needs to thrive in the business world. The company intranet is changing and the best social intranets can make a real difference to what you do.  Here is our guide to the 6 features that you need to include...

    Read More +

  •  

    Can an On-Boarding App Increase Engagement?

    Onboarding is becoming more and more important in recruitment. An effective onboarding process will ensure that your new team members are up to speed with their job role as soon as possible and you greatly reduce the chances of your new starters leaving within the first few months. All the effort and expense of recruitment needs to be protected rat...

    Read More +

  •  

    Emerging Recruitment Platforms

    There are some great ways to get your message when recruiting. The landscape is changing and the traditional methods or newspaper adverts and job fairs now seem so out of touch. There are new platforms emerging all the time that can really help you to enhance your employer brand and attract the top talent to your organisation that will take you to ...

    Read More +

Partners & Integrations.

All of our digital projects can be integrated with your CRM system, and also pretty much any 3rd party technology; including (but not limited to):