A Brief Guide To Resourcing

Posted by Lawrence Bond December 20, 2020

Ironically, this is another article that is designed to help businesses recruit without the use of a consultancy!

Why would we do this?

All of us at BondMoran have worked in this sector for 20+ years and we are happy to share knowledge. This approach has enabled us to build a strong reputation and when you need a trusted partner to discuss recruitment and retention matters, we know that you’ll keep this in mind.

Putting the information contained here into practice won’t always be easy and there are numerous challenges along the way. We are experienced at dealing with those pitfalls and ‘speed bumps’, however we are happy to support you by sharing some of our knowledge.
Very simply, this builds trust and that is so important to us..

It’s clearly impossible for us to cover everything and cram decades of ideas and knowledge into an article (maybe there’s a book idea here!), however I hope that this overview, along with additional articles that we will gladly share, will help you encourage creativity.

Important

Please realise that if recruitment is an ongoing process, you’re far more likely to have a pipeline of relevant contacts to reach out to.. That might sound onerous, especially if you’re an SME with limited requirements and resources, however this is something where all employees can play their part in and there are huge commercial benefits.
If recruitment is an event, you are completely reliant upon the ideal candidate looking at the same time that you are. It’s not impossible but it’s certainly not part of a growth strategy.
Again, this is something that we can assist you to plan.

The BondMoran Guide To Sourcing Employees.

Pro-actively building a network of strong candidates for your business is a huge help for when ‘that’ time comes. After all, that’s where good consultancies often have ‘the edge’.

Despite my comment above, the reality is that when a staffing requirement opens up, this is normally the time when a business has to work out where to find their next recruit.
The general rule is to think where your ‘target’ recruit is most likely to be and head in that direction i.e. think like the ideal candidate and decide whether they’re likely to be on particular job boards, forums, specific social media, networking events, or even working at target companies etc.
Even if you are convinced you know where to find your target, it’s well worth covering your bases with additional resourcing methods too. Sometimes the source of your ideal recruit will surprise you!
There are several routes to find the ideal person and these are just a few of them.

1) Plan

You might not need to spend a whole day in a planning session, but if you take a strategic approach to business, then apply the same common sense to the recruitment process.
We can help with this and one of the first tasks is to ensure that everyone is looking for the same profile, approach and skills.
It will feel as if you’ve wasted a lot of valuable time if you reach the end of the process and then, and only then, realise that the MD and the Sales Director actually wanted very different types of recruit.
Look at the points below and allocate responsibilities in a structured way.

2) Think About Your Network

For many, LinkedIn has replaced ‘the little black book’ of contacts. Have you looked through your LinkedIn 1st connections and identified whether you’ve got connections who could either be suited, or could be well positioned to help your direct search?

Have you sat with other stakeholders and shared your networks and contacts?

If not, do it. It could save you thousands and bring in someone with existing links to your business.

3) Advertise

This works well with ‘active’ candidates i.e. individuals who are already interested in securing a new role.

The main areas for advertising are: Job boards and importantly, social media. Printed press tends to be less effective but it’s certainly not dead and you will know the relevance of this options within your industry

Think like the candidate.
Your next recruit will almost certainly be on social media and a concerted effort here is often a hugely rewarding exercise in staff attraction.
As an aside, if you have a vacancy page on your website, use it and importantly promote it. If you don’t promote it, you’re relying on a lot of luck for the ideal candidate to know about your requirements.

Depending on the level of recruit, the discipline, the skill set, the sector and any niche requirements, different job boards tend to have different strengths. Search the job boards for a position that is similar to your vacancy and you’ll soon see which sites are more prolific than the others.

If you want to know where your competitors advertise; search. Read their adverts and work out why your offering would be more appealing before spending money on this avenue.
You will also get a feel for which adverts you would apply to if you were the ideal candidate. Learn from this as far too many adverts turn candidates off.

It may be cost effective to advertise via an ‘aggregator’ i.e. a multi-board posting business who can reach out to a number of different job boards at a lower overall price.

Importantly – DO NOT use a job description as an advert, as they are different in their content. Get in touch and we will share ideas on how to write effective adverts

4) Use CV Searching Sites

Most job boards have CV searching functions. If you are advertising, compare the CV searching functions and offerings of the various sites.
As comprehensive as most agencies claim their databases to be, the job site CV boards are full of candidates who are currently searching for roles as opposed to a database of historically registered job seekers.
The job boards will normally support you with techniques to help you search as this can be an art. If you need more help, let us know and we’ll give you more advice.
Search these boards regularly. You may not be in a rush however you’re competing with consultancies who employ full-time Resourcers who search daily for newly registered job seekers. Regardless of the old-fashioned view that candidates should want to work for you, good applicants are in high demand. If you snooze…

5) Referral Schemes

Unless a role is sensitive/confidential, ask for referrals from your existing team. Most will have friends who they are keen to work with and this can often be a swift route to the ideal candidate.
There are numerous ways to incentivise referrals. Hopefully people will help you just because they want to or because they assisting a friend with a potential new job, but if you are offering referral fees etc, be clear about the t&c’s.

Ask other contacts too in a structured way. Who are your suppliers, customers/clients, joint venture or commercial partners? Do they know anyone? This can often strengthen relationships that are already in place and these partners will tend to have your interests at heart.

Your social network should not be overlooked. I’ve helped friends because…they’re friends!

If you have an engaged team, use that buy-in. Encourage your team to comment on social media posts so their network see this. Maybe ask them to take a fresh view about advertising and ask the team to compile an advert. This will certainly get everyone thinking about who they know.

6) Network – Attend Events Where Target Recruits Could Be

Although life appears to all taking place online, some physical meetings are still taking place so don’t rule this out. We have just secured 3 new contracts based on actually meeting people at an event. We had the edge as our competitors weren’t there!

Whether online in physically attending events, the same approach applies – Think like your target audience.
Where do they go to learn and share their knowledge? Are there trade events that are relevant? Are their governing or trade bodies who can help you?
If so, go there and get involved.

LinkedIn or other online chats/discussion groups are a must if you’re being strategic. Get involved, ask questions, give value-add information for free and people will see that you are credible (see what I’m doing there!).

Get your name and your company name known in the circles where these people mix.
This is especially important if you source numerous employees with similar skill sets

7) Headhunt

Approach passive job seekers.

Who are your competitors and are there other businesses in your area who take on strong applicants in the same discipline that you require? If so (& assuming that it’s not a confidential recruit), ensure that it’s known that you want good people. If your offering is strong enough, it increases your chances of finding a candidate who will bring in relevant knowledge.

If you have a non-poaching agreement, connect with your peers there and ask them if they know of anyone who they can’t recruit themselves for one reason or another – you never know if there are redundancies in the pipeline or reasons that they may know of good talent that you could engage with. It’s free and in the worst case…they ignore you!

8) Previously Rejected Applicants

Whether you rejected them or visa versa, is there anyone who you have previously met who might now have more experience, or maybe your offering to them last time wasn’t strong enough?
If so, approach them again and if they’re not interested, ask them for referrals.
Don’t forget to look through previously received CV’s if you have any form of candidate tracking system

9) Use LinkedIn

Even if you don’t have the LinkedIn premium products that many consultancies tend to use, you should still get searching, connecting and chatting with relevant contacts. Building a community here will help in the medium to long term even if you don’t get quick returns.

Ensure your messages are personal, reply to everyone that helps you and try to ensure your messages are more engaging than so many of the ‘typical’ recruiters.

10) If All Else Fails…Call BondMoran

We are specialists in mid-senior accountancy recruitment, however we know the recruitment market exceptionally well and we can always offer targeted advice, even if we are working alongside your own direct sourcing.

As a veteran of this sector, I obviously know what a good value-add consultancy can offer, and if you do seek external support and advice choose a consultancy who you trust and who are experts in the field you’re recruiting for. (If it’s a finance position, I’m hoping you will call us!).

The above list is actually the tip of the iceberg and there are a number of additional candidate attraction methods and techniques.
Whether you use all, or some of these methods, please don’t forget that you’re representing your brand at every touch point. The more engaging you can be, the better the perception people will have of your business and the more success you’ll have from this community in the future.
Done well, it will also make your existing team proud to be part of the business.

If you want additional ideas on this or any other subject related to recruitment, retention, succession planning, interview coaching etc, please get in touch. We are working hard to build relationships and we are always happy to try and help.

Let me know if you’re finding our insights….insightful!

If you want to discuss any recruitment or retention plans, get in touch.

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