Employer advice

Attraction and recruitment advice

This section offers attraction and recruitment advice. Check out our handy articles on how to attract the best talent to your business.
Huw Jones, associate director at Michael Page Marketing talks about effective recruitment in the current candidate-led market. Find out more.
To attract high calibre employees, it is essential to understand the attributes that motivate and inspire candidates to invest their talent in a company.
People are motivated in many different ways, with career advancement and a better work/life balance often topping the list when the reasons for changing jobs or sticking with an employer are weighed up.
An employee value proposition (EVP) is the unique set of benefits which an employee receives in return for the skills, capabilities and experience they bring to a company.
To really understand the scope of a job, it helps to have it defined in writing. During the recruitment process, you have a better chance of attracting top talent if there is a well documented account of the role.
An essential part of the candidate attraction process is ensuring a positive brand experience when potential new employees check you out online.
In many industry sectors, the fight to attract top talent is fierce. Not only is there often a shortage of skilled individuals with the niche expertise required, but candidates are also cautious of moving roles in an uncertain economic climate.
In a tricky economic climate, many good candidates are cautious about changing jobs, while those without employment may be less fussy about the roles on offer. What’s the biggest pull for candidates?
Find out the top three factors that are affecting the time it takes to recruit for and fill positions.
Assessment centres form an invaluable part of an employer’s armoury in selecting the most suitable candidate for a job.
Competency-based interviews can provide employers with a detailed insight into how a candidate might perform any given task and whether they’ve got the background and skills you’re looking for.
The interview process enables you to assess a candidate’s skills and experience as well as their personal attributes. It can be a nerve-wracking experience for the applicant but can also be an intimidating process for an employer too.
In a bid to hire employees who will make a lasting, positive contribution to an organisation, hiring managers look beyond a job seeker’s credentials and technical skills.
Once you’ve selected the most suitable candidate for a job, there’s one crucial step left for employers to take as part of the hiring process: the job offer.
Any candidate familiar with the interview process will no doubt be well versed in answering the generic questions a hiring manager might ask them.
The word psychometric basically refers to the measurement of the mind. Unlike facets such as education, skills, experience, appearance and punctuality, the behavioural traits and personality of a candidate can be much more difficult to assess during an interview.
So, you think the challenging parts of the interview process are finished. You’ve met several potentials, narrowed down the shortlist and your preferred candidate has accepted your offer of employment.
Interview advice is commonly given to someone looking for a job, but not usually directed at the hiring manager. But employers are looked to more and more to advertise their vision and offer the benefits of joining their company to candidates during the interview stage, so it pays to be prepared.
You’ve interviewed a strong shortlist of potential candidates for your role but you can only offer one of them the job. How do you ensure a positive outcome for everyone who was in the running, once the position has been filled?
The time between an offer and start date can be anxiety-filled for candidates – the best way to avoid a slow start is to keep them engaged during this gap.
Getting talent from interviews
Here we give employees some advice as to how they can maximise their efforts and manage their time at the interview stage.
Interview tips from recruiters
Six of our experienced recruitment experts have let us in on their top interview tips for the interviewer. As an interviewer, your role is to represent your company as well as to assess the candidate’s suitability for the job.