How to... recruit when you’re cutting jobs
Organisations will always need to hire for some posts even when they’re making redundancies elsewhere. But it’s vital to do so sensitively. Tim Lotherington, sales and marketing director of Euro RSCG Riley, offers his top tips
Date:
02 July 2009
Source:
Guide to recruitment marketing
Page:
27
1 Look internally first
It sounds obvious, but make absolutely sure that there’s no one suitable already in your organisation before recruiting externally. You may find hidden talents in your workforce and, even if you don’t, it will build trust with “survivors” if you’re open about the fact that you still need to hire for some posts. Ensure that people know what vacancies you need to fill and why, so that they don’t feel that anyone’s pulling the wool over their eyes.
2 Analyse what has been successful
If you have to go external, chances are that you want to keep a lid on costs. Look at your past recruitment efforts to see what’s been most successful, so that you don’t waste money in the wrong places.
3 Target your message
Many firms are being inundated with applications. Any job you advertise will probably attract more responses than you’re used to. While this is a chance to build a database of interesting people for the future, you don’t want to be overwhelmed by unsuitable candidates, so be absolutely clear about the person, skills and background you’re seeking.
4 Update your recruitment website
Do you still have a “ra-ra” growth message on your site? Does it say that you’re always interested in certain types of people when actually you aren’t right now? Does the tone of it chime with the fact that you’ve cut jobs or frozen recruitment or pay? You don’t need to go into detail, but you do need to ensure that existing and prospective employees trust the message they’re getting from your site. You can still be positive by using messages about the challenges and opportunities you face.
5 Aim for a top-quality candidate experience
Lots of people will be visiting your site. Track what they’re looking at and try to find ways to stay in touch with people who might be useful in future. Just because you don’t have many vacancies now doesn’t mean your employer brand can go to sleep.
6 Know who’s making a noise about you
There are lots of conversations going on about what it’s like to work in different places on social networking sites such as Facebook and LinkedIn. Do you know who’s saying what about you? Is there a particular blog or site that’s especially influential? Then have your say there too. Set up your own online group or find another way to ensure that your voice is heard when people are talking about you.
7 Beware of recruiting blind
Don’t be tempted to recruit blind via an agency. If you advertise a job without telling people who you are, they can feel hoodwinked when they find out. Businesses nowadays have to be transparent and they should stay in control of their communications. This is especially important in the case of senior or business-critical appointments – and, let’s face it, if you’re recruiting in the current climate it’s probably for an important role that you need to get right.