Measuring Your Employer Value Proposition

Attracting top candidates in an increasingly competitive talent market relies upon several variables, but one which many employers fail to measure and improve is their Employer Value Proposition (EVP). In a climate where a candidate can disregard your company after a quick Google search, employers are ignoring their EVP at their peril. 

What is an EVP anyway? There are myriad definitions, but in my experience the most effective explanation is that the EVP consists of five elements; culture, benefits, compensation, career and environment. In essence the EVP answers the question ‘what’s in it for the candidate if they work here over somewhere else?’.

Research shows that employers who prioritise their brand and value proposition are a whopping 250% more likely to rate their talent acquisition efforts as ‘highly effective’, and 130% more likely to see increased employee engagement. What steps should you be taking to see the same results?

Ask your employees

It stands to reason that the best talent wants to work for the best organisations, but how do candidates decide what makes an organisation attractive? In order to begin measuring how effective your company is to prospective talent, it’s a great idea to conduct an internal survey. What attracted your top performers? What makes them stay? Is there anything missing that they’d like to see your company offer? Anonymise results so that employees feel able to be as honest as possible. Another idea is to analyse the number of employee referrals you receive. If no one recommends working for you, there’s likely to be a good reason why.

Once you have the results, act upon them. It’s easy to get complacent if your recruitment is currently going well and your top performers are happy, but what happens in 6 months or a year when you’re struggling to fill a business-critical role?

Review your reviews 

Employer review sites such as Glassdoor are invaluable sources of information for prospective candidates. Scour the internet for reviews about your company from a candidate’s perspective; would you want to work there if you were a passive candidate?

Owning the conversation is a great way to turn around any negative reviews your organisation may have; 62% of job seekers trust a company more after seeing them respond to an online review. Candidates rate not knowing what it’s like to work at an organisation as their #1 obstacle – providing a healthy candidate resource pack will ensure your company has a significant advantage over competitors.

Rate your recruiter

How well is your recruiter communicating your EVP? Do they understand your culture, the ins and outs of your team’s dynamics and know what constitutes your ideal hire? One of the fastest ways to tarnish an EVP is to make bad hires – your existing team morale will suffer, retention will fall, and dissatisfied or disappointed hires will leave poor reviews for your next candidate to read.

Asking new hires for feedback on their candidate experience can be valuable, but even more illuminating is the feedback from unsuccessful candidates – they’ve nothing to lose by telling you the truth about any negatives.

Finding a recruitment partner who will accurately and professionally represent your EVP is no mean feat, and won’t be found through traditional contingency models; with 6 other employers to represent as well as you, how well do you really think a contingent recruiter will embody your values?

Solutions Driven offers a refreshing alternative. Exclusive-only recruitment means our recruiters become an extension of your team. They’ll take the time to fully understand and even suggest improvements to your EVP in order to attract the best passive candidates the market has to offer.

If you’re interested in taking a new approach to your recruitment, why not drop me a line? You can find me at pfriel@solutions-driven or contact me on +44 7398188757.

Paul Friel

Paul Friel

Business Growth Specialist

Paul is a highly experienced Business Development and Account Management professional, with over 20 years’ experience working in multinational companies in sectors including Utilities, Logistics and Corporate Travel.

The Answer to a Talent Shortage? Grasp the Thistle!

I’ve been in my new role at Solutions Driven for roughly a month now, and I can’t believe how much of an eye-opener it’s been already.

I’ve worked in the recruitment industry for some time now, and before joining Solutions Driven I was in a role which was focused on selling recruitment software to recruiters and consultants; I now get to place clients with our team of expert recruitment partners. As a result of my range of experience, I, more than most, fully understand the ‘bad press’ that recruiters and the recruitment industry in general gets. I feel like I’ve now been full circle – I’ve seen the good, the bad, and the downright ugly!

My previous notion of recruitment was that a recruiter would access a CV database, perform a search, and post an advert online. I’ve since discovered that this is indeed how the majority of recruitment consultants operate, but that it’s a dire way to go about the business of recruitment. This method gives recruiters access to less than 10% of the candidate market. Almost every developed economy is currently experiencing a talent shortage: in such a candidate-driven market, how could this possibly be a good idea? Employers need not only to make a halfway-decent hire, but to employ someone who is a commercial, cultural and creative fit for their organisation.

Since starting here at Solutions Driven, I’ve seen how recruitment should be done, and the results that doing it right can bring.  We are not a contingent agency, but an exclusive recruitment partner. Exclusivity itself gets enough bad press on its own, but it’s the only way we work, and I now believe it’s also the only way to ensure that employers get the respect and level of high-quality service they deserve.

We take full accountability for every role we work by operating a 180◦ model: a Business Development Specialist brings in roles and then expert recruiters fill them. We work on roles only on an exclusive basis (that’s right – exclusive – another thing that gets some ‘bad press’). The reason for taking this unusual approach is due to our dedication to business-critical, high-level roles. We take full accountability for each assignment, with dedicated timelines, psychometric testing, candidate fit scorecards and key milestone reporting, all of which is only possible if we’re able to foster a close working relationship with our clients to fully assess their needs.

In this candidate-driven market, you cannot afford to offer business critical roles to several contingent recruiters; this allows them to operate on a first-past-the-post basis, with no accountability for your role or the candidates they put forward. It shouldn’t be hard to see how this is a problem in an environment where top talent is thin on the ground.

One of our internal behaviours is ‘Grasp the Thistle’. This embodies our ethos of dedication, hard work and determination to provide the best service possible no matter the challenges we face. We completely immerse ourselves, our team and our tools in finding you the perfect candidate. In doing so, we take your Employer Value Proposition to market, and therefore become fully accountable for you, your role, and your next hire.

If you would like to find out more about how we can help you with business-critical and challenging roles, please get in touch.

Gary Connor

Gary Connor

Business Growth Specialist

Gary has over a decade's worth of experience within recruitment and B2B services. He describes himself as proactive and self-motivated, and combines excellent labour market knowledge with a tenacity in driving sales and business development.

Healthcare & Housing Roles Placed in June 2018

It’s no secret that the healthcare sector is feeling the pressure of trying to attract qualified candidates to the profession. In fact, official figures show that across England as a whole, since 2015 only one in seven of all empty nursing posts were filled.

Solutions Driven Rises to the Challenge

Our dedicated healthcare and housing experts know exactly where to find top talent. We support our clients by improving their resourcing strategy and delivering against key and volume hires, leaving them free to do what they do best – deliver quality care to their service users and their families.

Last month, we’re proud to say that we filled a significant number of crucial roles for our clients, as well as improving retention metrics and speeding up the recruitment cycle.

Just some of the healthcare and housing roles we filled throughout June 2018:

Medication Team Leader
Resident Liaison Officer
Housing & Support Team Manager
Care & Support Contract & Project Officer
Care & Support Information Monitoring Officer
IT Finance PMO
Development Administrator
Learning and Development Manager
Care Home Manager

If your organisation would benefit from support in attracting candidates for even the most hard-to-fill vacancy, contact us today and one of our advisers will be happy to discuss a bespoke solution for your recruitment needs.

Sara Kennar

Business Growth Specialist

Sara Kennar has been with Solutions Driven for over two years, and specialises in recruitment for the healthcare and housing sectors. She loves the variety and regular opportunities to network and meet different people from a diverse range of backgrounds.

Should STEM organisations be concerned about diversity?

Diversity is hitting the headlines everywhere, and STEM is frequently criticised for its lack of diverse teams. Should STEM organisations be concerned?

The current STEM landscape

The UK has the lowest proportion of women in engineering of any European country: just 10% of engineering employees are female. A study by the Institution of Engineering and Technology (IET) also states that almost a third of LBGT young people actively avoided a career in science, technology, engineering and maths because of fears they would be discriminated against within the industry. Particularly relevant due to the impending critical skills shortage facing STEM organisations is the admission from 50% of teachers who admit gender stereotyping STEM subjects in the classroom. The same study by Accenture showed that 52% of parents were guilty of the same prejudices. Could this be the reason that just 17% of UK STEM professors are female?

The problem

The UK is facing a ‘national crisis’ in relation to STEM industries, particularly in relation to its space and defence fields. Across the pond, the STEM sector is growing faster than any other in the U.S.: vacancies are set to increase by 17% by 2024, while non-STEM employment will increase by just 12%. Currently, 84% of this workforce are white or Asian males. It should be obvious to everyone reading these statistics that this level of growth is unsustainable with such a limited talent pool.

One of the most baffling issues concerning diversity in STEM is that almost everyone agrees that it’s a great idea – 85% of executives at large global corporations ($500m+) told Forbes that diversity is crucial for innovation. If we all agree that diversity should improve, why is it proving so difficult for STEM organisations to attract and retain diverse talent?

Breaking down diversity

Part of the issue is that diversity is a huge umbrella term for a multitude of different factors. Age, sexuality, gender, race, culture, socio-economic background, disability, ethnicity, nationality… the list is almost endless. To make the task more manageable, Forbes revealed that companies with a diversity program tend to focus on one subsection of diversity; 80% focus on gender, 77% on ethnicity, followed by age (72%) and race (70%). Cultural differences also play a part – Asia-Pacific companies are more likely to focus on age and nationality, compared to European companies which are more concerned with disability and sexuality.

It may be an understandable approach, but according to Professor Scott Page, it’s an incorrect one. He is one of many thought leaders who propose that diversity of thought is more important than individual ability, and that cognitive difference may in fact matter more than talent. At first glance this statement seems strange – how could a group of less talented but diverse individuals outperform a group of homogeneous geniuses? The answer is simple – the diverse group considers many more avenues and will approach a problem from far more angles than the group of similar individuals.

Why diversity matters for STEM

STEM industries rely on their ability to keep innovating. Individual companies are in a race against competitors to engineer efficiencies, create new models and find creative ways of disrupting old ways of working. Tech corporations such as Apple, Facebook and Google need to continually find new ways of creating revenue and entering consumers lives, whereas on a national scale defence and security innovation must keep pace with digital advancement. STEM companies must embrace diversity and inclusion if they are to maintain the growth that they have enjoyed in recent years the world over, and it’s economically savvy to support diversity of thought before competitors do. Commercially, creatively and morally, it might just be the best thing the STEM industry has ever done.

Gianna Legate

Gianna Legate

Content Marketing Specialist

Gianna has degrees in English and Marketing, and spends her days with Solutions Driven researching and reporting on the latest trends and recruitment industry insights.

What do HR managers really think about Quality of Hire?

Improving Quality of Hire has been on the agenda of HR teams everywhere for some time now, but what do industry leaders really think about it?

A recent survey asked HR and Talent Aquisition leaders from global organisations what their point of view was on Quality of Hire and the potential benefits it could bring. Among the findings were interesting concerns around retaining a focus on diversity – if a ‘template for success’ around the kind of employee who thrives in an organisation was identified, would this result in ‘cardboard cut-out hires’?

Technology was also highlighted as being a key part of solving issues around Quality of Hire. Being open to considering new tools, technology and services from third-party suppliers, such as your recruitment partner, was felt to be a major influencing factor in making long-term improvements. “Engaging experts rather than relying on in-house resources” was also felt to be a positive move for company performance.

One survey respondent said;

“Building a strong relationship with a third-party supplier is the difference between getting quality hires and missing out.”

If your Quality of Hire has room for improvement, contact our specialist team today.

Hiring Through a Recruitment Agency: The Benefits

Many inhouse recruiters can be hesitant to outsource their recruitment process. However, far from stepping on any toes, outsourcing parts of the process can provide an invaluable service to inhouse recruitment teams, producing a better result both in terms of ROI and candidate quality. Viewing the process as a partnership is the first step in securing successful outcomes, but what are the benefits of partnering with a recruitment agency?

Sector expertise

Firstly, your recruiter will be well-versed in best practice for your industry. They’ll know where the best talent is, what the needs of the sector are, and will be accustomed to the demands placed on candidates and organisations.

Working with a recruiter who knows your sector means that you’ll spend less time explaining your requirements up front and are far more likely to find a candidate who closely aligns with your expectations for the role.

Prioritising resources

An inhouse recruiter has many demands on their time, and there’s nothing more frustrating than having to dedicate inordinate amounts of time doing the less enjoyable aspects of the job; sifting through CVs, for example.

A recruiter partnership means that you can prioritise more effectively, safe in the knowledge that the job will be done to your satisfaction. Dividing your workload allows you to give 100% to the tasks that really matter to your organisation and ensures that any bottlenecks in workload don’t cause any issues.

Specialist sourcing

It takes time to locate and secure top talent but knowing where to look can make the task easier. Recruiters who have specialist sourcing skills and use the latest technology naturally have an advantage and can unearth passive candidates that inhouse recruiters may not have had the resources or time to spend searching for.

Candidate Screening

Having a recruiter to run necessary checks on candidates and conduct initial screening interviews ensures that the only candidates you see are ones who fit the bill. Knowing that you’ll receive a shortlist of suitably qualified candidates can be invaluable to a busy inhouse recruitment team.

Recruitment agencies can also provide an enhanced candidate experience, which reflects well on an employer’s brand. A significant part of the candidate experience is formed during the screening and interview process, and having a dedicated outsource recruiter conduct these can produce positive experiences all round.

Expert insight

One of the primary benefits of partnering with a recruitment agency is gaining access to their professional knowledge throughout the process. They can provide insight into what response a recruitment team can expect for a role, how long it may take to fill, competitive offers, and the size of the talent pool.

With experience of a sector’s job market and recruitment trends, both local and global, a recruitment agency can deliver a wide range of services which help inhouse recruitment teams to make informed, data-driven decisions; talent mapping and competitor analysis, for example.

If you’d like more information on outsourcing your recruitment process or to see how it could work for your organisation, contact us today.

Gianna Legate

Gianna Legate

Content Marketing Specialist

Gianna has degrees in English and Marketing, and spends her days with Solutions Driven researching and reporting on the latest trends and recruitment industry insights.