Get Ready For The Talent Goldrush.

The roadmap out of lockdown is set. Vaccinations are being rolled out and there is light at the end of the tunnel. According to human resources body CIPD, over half of UK businesses are planning to start recruitment. Are you ready for it?

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Are you ready to recruit?

By Ross Cheeseright | Marketing Manager | 19-MAR-2021 | News, Zoho Recruit, Remote Recruitment

It was recently announced that the UK has a roadmap that will take us out of the lockdown. Many of us are starting to feel that slight glimmer of hope – a light at the end of the tunnel. With the vaccine roll-out going well and on the back of this increasing stability, it was revealed by the human resources body CIPD that almost 56% of businesses plan to start recruitment in the next 3 months.
With so many businesses planning to open recruitment, it’s going to be important that your business is able to move fast, find and attract the right employees — and in 2021, this also means tackling some of the wider challenges that COVID has brought such as remote hiring.
Are you ready for the remote recruitment revolution?
The world is changing and attitudes to remote work are shifting – lots of companies now are moving to a full or partial remote working model. Given the situation with COVID and rolling lockdowns, it pays to be ready to embrace the trend and to be able to leverage remote cloud-based recruitment practices.
Cloud-based recruitment software like Zoho Recruit will fully support the remote recruitment process:
  • Video interviews
  • Virtual rating and review
  • Digital offer letter & acceptance
  • Online job advertising and management
  • Quick and easy onboarding
  • Phone bridge implementation for communications
With this set up, you’ll be able to manage the process 100% online from any device. Your recruitment doesn’t need to freeze and you can keep moving forward without having to worry about things like lockdowns, travel restrictions or geography.

Struggling to attract candidates? Build an employer brand

You’ve probably heard the term ’employer brand’ quite a bit in recent years – the idea behind this is that, if all things are equal, candidates will pick the employer with the best brand. This means that if you don’t have a good brand and a good candidate experience, you could be losing out on successfully securing talent.
There is a lot to building a strong brand:
  • Share stories from real employees on Social Media
  • Create stand-out career pages
  • Use a professional Candidate Portal
  • Show candidates how your company can help them find purpose
  • Deliver a strong and seamless candidate experience
  • Leverage SMS messaging and calls instead of pure email
There are tools available, such as  Zoho Recruit , that will help you to achieve these things by allowing the development of custom career pages, telephony integration, candidate portals, and email marketing. Naturally, building a brand takes time. But improving the candidate experience and building up social engagement is something that you can get started on right away.
Once you have nailed your candidate experience and built a strong employer brand, you’ll be in a position where candidates are chasing you and you can increase your pull away from your competitors.

Hire the right people and save time by creating a smaller pipeline

It’s no secret that there are a lot of people currently looking for work – and when the doors open for recruitment, the talent pool is going to fill up fast. But the truth is: A lot of those candidates aren’t going to be what you’re looking for and many of them will be unqualified. Finding the best person for the job from that pool can be a little bit like looking for a needle in a haystack.
If this is the case for you, then quality over quantity is the way forward. Hiring from a smaller pipeline of more qualified people will save you a lot of time and headaches.
Ensure that in your application process, you’ve got questions in there that will knock-out people that aren’t the right fit for you. For example, if you’re hiring someone that will need their own driver’s license – add a yes/no question in there that will immediately disqualify those that don’t have one.
Make use of pre-screening assessments to measure candidates skill, ensure they’re right for the job – or direct them to a suitable position. This way you’ll be further streamlining the pipeline while also potentially filling other vacant roles.
If you use a modern recruiting solution, then you can also make use of Artificial Intelligence to identify talent and map behavioural assessments of candidates. With Zoho Recruit, for instance, their AI ‘Zia’ is able to give you a list of candidates that are graded and ranked based on how much they match with the job requirements.

Persuade candidates to pick you over your competitors

Good candidates will be the target of recruiters and they will likely be frequently contacted by them – this makes it harder for you to stand out. This is especially true for candidates that have hard-to-find or in-demand skillsets as they will be considering several job offers at once.

In cases like this – and for general best practice – you need to ensure that you are engaging with these candidates and persuading them to choose your company over your competitors.

A good way to ensure that your messaging resonates with the candidate is to see what motivates them and consider what they’re looking for in their job. Use this information to craft personalized sourcing emails that outline what you can offer them, rather than what the business is looking for.


Any of this sound good to you? Then make use of recruitment software

Recruitment software is available to help you achieve everything mentioned above – and if any of it sounds good to you, then I’d highly recommend giving Zoho Recruit a try, it’s free and if you’ve got any questions, you can always get in touch with us for a demo.



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