How can recruitment affect a business

By mastering the candidate journey. Not many people think of them in these terms, but job listings are actually important pieces of employer branding. Yes, they often though not always reach candidates who have already moved passed the awareness stage of the candidate journey , but they also represent an important crossroads at which potential candidates decide whether or not to apply, largely based on their perception of your business and the value they would derive from working there.

Rather, it should be a carefully constructed piece of branding. Employment rates are high across various industries, but especially in tech, meaning that candidates can afford to be pickier than ever in choosing where and for whom to work. This puts the onus on recruiters and recruitment marketers to develop strong employer brands and position themselves as employers of choice within their fields.

How do they go about doing this? By leveraging a strong employee value proposition, or EVP. Inside Smartdreamers. SmartDreamers Team Apr 23 4 min read. Spreading Your Employer Brand Okay, so what, exactly, is recruitment marketing?

The Discreet Charms of the Talent Pipeline As you might have guessed, the trick to developing the kind of talent pipeline that we outlined above is to commit to ongoing recruitment marketing efforts.

Share This Article. Aug 09 4 min read. With smaller companies, there are fewer layers of management between the employee and upper management, and everyone in a smaller company becomes involved in the hiring and recruitment process. With today's crowded labor market, hiring the right person is becoming increasingly important.

A company's organizational structure is affected when there is a constant need for people. If there is constant turnover, then your human resources department will be constantly recruiting and hiring, making it difficult to fully perform their other job duties.

A company with an effective recruiting and selection process also retains employees through excellent employee management processes. Retaining good employees reduces turnover and the need to constantly recruit and hire new employees.

Effective recruiting and selection processes lead to better company results. The quality of products and service is improved when the best employees are hired and retained. Financial success improves when the best people are identified, hired, trained and retained. Fewer people accomplish more, and your organizational structure allows for more freedom when employees know how to best perform their jobs.

Worse still, it can lead to a negative effect on employer brand. It reduces costs, improves candidate experience, and supports your employer brand. Crucially, it leaves you perfectly placed to take advantage of new business opportunities, be competitive and grow faster. Effective recruitment can support your company to achieve faster levels of growth. Streamlined, efficient recruitment processes deliver higher-quality, more engaged hires, providing a competitive advantage that directly impacts on your business performance.

Research by Hay Group suggests that firms with a high engagement score have revenue levels on average 4. Extended recruitment cycles are costly, both in terms of the time needed to manage them and the opportunity cost of roles sitting vacant within your business.

It can increase the risk of stress and disengagement amongst your current workforce if their resources are stretched too far, leading to increased attrition rates. Slow recruitment can also be detrimental to the way your company is perceived as an employer. Inefficient recruitment processes leave high-quality applicants underwhelmed and likely to look elsewhere. Modern consumers have higher expectations of brands than ever before, demanding fast, personalised communication and seamless experiences.

These expectations do not disappear just because they are interacting with your brand as a job-seeker rather than a customer, so recruitment must keep pace with the new standards for brand communication or risk damaging their brand perception and impact customer satisfaction. Having confidence in your ability to attract and on-board high-quality candidates on tight timescales will allow your business to be more proactive and agile, able to take advantage of short-term opportunities and reap the rewards.

Reduced time to hire also translates into faster time to competence. Shorter recruitment cycles make it easier to attract high quality candidates.

A fast, frictionless recruitment experience also increases the likelihood that new hires will start their roles with a great impression of your brand. This increases their engagement in the crucial first weeks of their employment, improving their long-term chances of success.

Crucially, a more efficient recruitment process can free up your Human Resources team to spend more time on training and developing existing teams and onboarding new hires.