candidates backgrounds?
with
diverse
company’s tangible benefits and intangible culture to a potential applicant. core A successful EVP can reach 50% deeper into the labour market when candidates view the EVP as attractive (Vervoe). The EVP demonstrates to the candidate what a company and culture can offer them. It is everything of value the employer has to offer in exchange for their talent, skills and experience. The answer candidate questions about their potential employer, such as: EVP should • What sets you apart? • What are your strategic goals? • What do employees like about working with you? In a tight market, it can be the differentiator between securing a quality candidate, or not. Plus, delivering on your EVP can decrease annual turnover by 70% (Vervoe). MRG can help guide companies in creating and communicating a forensic and attractive EVP. This is a new service we are offering to businesses. Standing out in a crowded market means showcasing your role and your Employer Value Proposition. Charlotte Rush, Marketing and Operations Director, MRG
EQUALITY, DIVERSITY AND INCLUSIVITY (EDI) A company culture that embraces EDI is another item on candidates’ wish- lists. Inclusivity is ranked as the second fastest growing candidate priority post-covid (LinkedIn). Also, the most taken LinkedIn course in 2021 was the “Unconscious Bias” training . A class that “aims to promote a workplace culture of diversity Being an inclusive organisation starts from before a prospective new employee arrives for interview and must be embedded in every stage of the recruitment process. Michael Hewlett, Board Director, MRG
3. CHALLENGE THREE:
Firstly, as excellent a tool as LinkedIn is, we don’t rely on LinkedIn alone for diversity. The majority of LinkedIn users identify as male (57.2%). The dominating age group on LinkedIn is millennials (60%) and only 2% are over the age of 55 (Social Shepard). Best practices for attracting a diverse candidate pool include: • Having a diverse internal interview panel; • Using competency-based interview questions; • Exploring behaviours rather than ‘background’ through the use of psychometric testing; • Blind/anonymised shortlisting; • Offering part-time, flexible, hybrid and remote working; • Looking at more than one or two platforms. To achieve a diverse candidate pool, the recruiter must be relentless in their approach to inclusivity. Do not just use the “little black book” anymore, instead incorporate a wide variety of search methods including exploring aligned organisations and associations. At MRG we are also forensic in our duties and put the effort into assessment, which removes bias and allows employers to judge fairly. DO YOU HAVE AN APPEALING EMPLOYER VALUE PROPOSITION? An Employer Value Proposition (EVP) communicates your
THE CANDIDATE WISH-LIST
Most Important Priorities for Candidates Overall June 2021, LinkedIn’s Talent Drivers Survey 1 Work/Life Balance 2 3 Colleagues & Culture Fastest-Growing Priorities since COVID April 2020 vs June 2021 +12.3% Flexible Work Arrangements +7.3% Inclusive Workplace +6.3% Work/Life Balance 1 2 3
Attracting a candidate to a role now carries additional levels of complexity. While salary remains a key priority for candidates, other factors have caught up and we can now identify work-life balance as topping the scales for importance (LinkedIn). Now it is common for executives to expect flexible working as part of a package, even if in reality this is restricted. If your organisation does not build in practical solutions to this new norm you could be at a disadvantage over others. include expecting a wider range of additional benefits (such as healthcare, gym membership, hybrid working or modern offices) in addition to the traditional ones (salary, holiday or bonus). Candidates are also increasingly socially conscious and want to understand a company’s ethics and commitment to CSR. Other expectations Candidates have a complex wish-list and in a candidate- driven market that wish-list is now a must-have list .
and inclusion” (LinkedIn).
EDI is first and foremost the morally right approach to embed in company culture. Plus, practically speaking, it is supported by the stats, that show that companies with diverse workforces are 36% more profitable and enjoy higher staff retention ( Jo Major, Diversity in Recruitment ). Both the candidate and client value a diverse workplace.
So, how do we find and attract
8
9
Made with FlippingBook - professional solution for displaying marketing and sales documents online