How resource transformation can enhance your employer brand
As an in-house recruiter, you know the importance of company culture in attracting and retaining the right candidates to your vacancies. But have you considered the effect of in-house recruitment culture on your employer brand?
The recruitment department is going through a significant transitional period, as it gets to grips with the latest technology, different methods of resourcing and a workforce that spans five generations. In many cases, this unrest and uncertainty inside is derailing the candidate experience outside, leading to inconsistent candidate experience and employer branding messages. If this sounds familiar, what can you do?
Grow the right team
You will have heard the famous saying “change starts from within”, and this is hugely relevant for cultural change. If your recruitment team is holding onto old practices, going against management and all together, resisting new ways of working, something needs to change.
This doesn’t mean replacing your team; it means upskilling them with the latest in-house recruitment training on employer branding, candidate attraction and recruitment experience. This empowers you all with the knowledge to embrace resource transformation and confidently advise the business on best recruitment practice.
Get the right tools for the job
Transforming your in-house recruitment culture to one that champions new and successful methods of client attraction requires the right tools and training for the job. If you read our recent blog on the Global Recruitment Summit, you’ll know that the rush of in-house recruitment departments in investing in the latest technology is resulting in costly mistakes, wasted time and unused software.
Instead, take the time to conduct proper due diligence on the different tools and tech that can support and enhance your end-to-end recruitment process and overall candidate experience. Once you have identified the right tool for the job, ensure that you train your team adequately on how to use the system to its full potential.
It’s challenging to transform your in-house recruitment culture when you don’t know what needs to change. By seeking feedback and encouraging receptiveness, you can understand where your in-house team is lacking and how this is directly affecting your employer branding.
For example, you can run recruitment surgeries to work directly with, not against, hiring managers. Or, you can conduct an entire recruitment effectiveness assessment to understand how you are currently performing and where improvements can be made. However, once you have encouraged feedback, you must then use it to maximise effectiveness and drive value-add changes to your attraction methods.
Of course, transforming your in-house recruitment culture is easier said than done, but with the risk of underperformance, lost candidates and even spiralling costs at stake, the hard work is more than worthwhile.
Find out how Omni RMS can help to assess and transform your in-house recruitment effectiveness by getting in touch today.