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This Document is the property of Access UK | © Copyright 2016 Access UK Ltd | All rights reserved | Classification – Confidential

Richard Adams


Credentials – Richard Adams

Providing engaging outreach campaigns in

order to attract jobseekers to one of the

world’s largest Job networks

Recruitment Agencies and Job board aggregators to

solve recruitment challenges

Corporate organisatio

ns Worked in Recruitment and for some of the

UK’s largest employers over

the last 16 years Largest Digital

Recruitment Networks

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…Are your recruiters stuck in

reaction mode?

What do I mean by reaction mode?

What are the common reasons for recruiting?

Now we’re reacting….


The necessity to recruit–Usually accompanied with the precursor statement of “We need to because…”

–”We need to fill a space” creates the perfect storm for the necessity hire.

So……..

4

These all point towards ……..


Job board?

5

Referral?

Careers Website?

Agency?

Agency?

In house team?

You’re now into reaction mode so the next natural question is How do we fill the vacancy???…..

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So where are the best places to start looking for the people who will shape the future of your organisation?

Previous applicants – If you were lucky enough to have too many applications

for a particular role then this is the perfect place to start.

Networking – Using industry conferences, professional

associations

CV databases Work experience - Having the capabilities

to manage this process can be made easier by having talent pool software.

Referrals – Arguable the best source of attraction, a personal recommendation

from someone within the business

Online networking - LinkedIn, Facebook and the hundreds of other online social networking websites make it easy to keep in touch with

what people are up to

LinkedIn users 433 million. Facebook 1.5 Billion users

Only 22 percent use facebook Careers – That’s still 333 million people –more than LinkedIn’s entire platform

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But what’s important when looking for an ATS partner?

A consistent user

interface

Reduce admin

Email templates

Presentable dashboard

Streamline processes

Easy schedulers and emails

Audit Trail

Consistency across the platform

Ease of use

Smart schedule

functionality

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ONE WAY = Better tools

How do we alleviate the Necessity Hire and turn your recruiters from reactive to pro-active?

A recent study showed that organisations had a better retention and hiring rate when their recruiters took their department from reactive to pro-active candidate seeking with the addition of HR Software, showing that building talent pools to stay ahead of the talent needs is key!

The same study suggests that recruiting software can improve your hiring process and efficiency by…….


9

5 steps to becoming reactive

Step. 01Resource Planning

Step. 04Build a Pipeline

Step. 03Create Outreach

campaigns

Step. 02Use an ATS

FinalBe accountable

Follow these 5 easy steps in changing from Reactive to Pro-activeUse resource planning to predict your needsUSE an ATS!Create engaging campaignsBuild and Maintain your pipelineBe accountable

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Being proactive has benefits……

Inactive Reactive Proactive Creative SuperProactive Innovative


To stay ahead your careers site must be mobile responsiveKeep your talent pool managed, allowing it to overflow will cause you headachesLet the candidate know you’re still interested in themDon’t ignore Social Media.

My final tips “ ”SUCCESS

Mobile

Make sure your mobile responsive

Time and ResourceKeep it to a talent

Pool NOT A LAKE!

ContactKeep in touch with your candidates

Social Media Use all social

media channels


Any questions?

So, remember to always ask yourself are you stuck in reaction mode?

If you can’t answer with NO….Make a change.

firmday birmingham 12th may changeworknow presentation

Recruiting & HR