I stumbled across this old blog post from 2019, which is as relevant as ever and I'll be adapting for Your Mileage May Vary, my newsletter for better recruitment for UK employers with agency:



It’s easy to assume that what worked before will work now in recruitment.

But that’s the trap that catches you out when the market changes on a penny, and you struggle where you hadn't before.

Given your vacancy is effectively a product launching onto a buyer's marketplace, you’d do well to have a strategy that steals from Marketing principles with the 7 Ps:

𝗣𝗿𝗼𝗱𝘂𝗰𝘁 - know yourself. Is your job description accurate and representative of your needs? What do you offer that’s different from other employers competing for the same vacancy? What are your features and benefits? Why should your ideal candidate want to work for you?

𝗣𝗿𝗶𝗰𝗲 - what salary attracts the right person? What does that look like as part of an overall package? What is the market rate? If you have a shortfall in package, can you make up for it in other areas, such as flexibility? Take a holistic view.

𝗣𝗹𝗮𝗰𝗲 - where can you find your next employee? Commonly referred to as market channels: LinkedIn, job boards, networking, referrals, agencies, headhunting etc. All are valid ways to find a candidate, where the emphasis on each depends on your situation.

Consider a multichannel approach to access every part of the market, whether they are actively applying to adverts, passively open to a generic approach, or embedded in a successful career that needs nuanced and skilled engagement.

𝗣𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻 - how you communicate across a multichannel recruitment process. Take a consistent approach and voice to showcase your business to your next employee. E.g. Don't let a terrible advert, generic eye-blinding DM or half-baked interview confirmation undermine the good things that you do.

𝗣𝗼𝘀𝗶𝘁𝗶𝗼𝗻𝗶𝗻𝗴 - segment the market to understand where your ideal and adequate candidates are situated. Which businesses, industry sectors, locations, cultures or others incubate the careers you really want access to?

𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝘆 - both individual and market. Speak to your next employee’s needs and aspirations on an individual basis to bring them forward. Which aspects of your recruitment process add nothing, while pushing away the best candidates? Cut them out.

Understand the state of the current market to temper your efforts. Don't assume future performance from past results - gain insight.

𝗣𝗿𝗼𝗰𝗲𝘀𝘀 - establish how each market channel works and how to best use it. Everything from the ATS (harder than you think to configure in the best way) to agencies to LinkedIn (a platform for marketing, research, business development, networking, solidarity, socialising, headhunting, referrals and more - how do you use it?). Get your own affairs in order - establish a critical path recruitment process with no bloat that attracts the best candidates.

Get the basics right before you tackle the market - the rest will follow.

If you can’t do it yourself, get an expert in. Know anyone?