EXECUTIVE SEARCH & RECRUITMENT


FEATURE As an extra bonus, Cloud-based software solutions can


be entirely streamlined, have an extremely positive impact on an employer’s brand and all this while speeding up the process – important when core talent is in high demand. With GDPR being a huge focus by many businesses


currently, Cloud technology is a sure-fire way to transform how a business uses and stores data.


CULTURE FIT: GAMIFICATION Gamification is defined as: “The application of typical elements of game playing in non-traditional game contexts to encourage or analyse engagement with a company culture.” This concept may be a massive bone of contention


within many professional industries, however it can bring several key benefits to the recruitment process. Where gamification is used particularly well is within the


job application phase of the recruitment process, using a technology platform where an applicant can gain a thorough understanding of the hiring organisation, goals and values and assess their fit within the company and whether the role is right for them. For technology-focused recruiters, it allows candidate


screening to be not only faster, but much more accurate, allowing specific soft skills to be tested, such as time management, innovative thinking and creativity. There are already many organisations that adopt the


CENTRALISATION: THE CLOUD In a world where sourcing, interviewing and hiring was mainly paper based, it is of no surprise that embracing Cloud-based technology gives recruiters the opportunity to access their talent pools when they most need it; anywhere, anytime and on a wide range of devices. If delivering client requirements quickly and effectively is important and you want to increase the chances of securing revenue, this is an easy win.


Leicestershire company websites assessed by young people as part of job recruitment research project


Talent Match Leicestershire is led by unemployed young people aged 18-24 helping to drive local solutions for sustainable employment. The project has worked with over 830 long term unemployed young people over the past four years and has been acknowledged nationally for its innovation and partnership working. One key partnership has been with


Access Generation CIC. A major frustration for jobseekers is the employers ‘digital door’. By bringing expertise together this research aims to assess Leicestershire companies on their employment accessibility for young people. An assessment survey has been created


based on young people’s expectations and experiences of applying for jobs online. The initial research on 50 Leicestershire companies highlighted that 1 in 3 businesses


Chris Tarry, Founder of Access Generation,


commented, “During the early stages of our engagement with businesses, it became apparent that there was a potential obstacle to the employment of young people presented by the way that businesses projected themselves online through both content and the application process. There was little or no consistency in the quality and approach taken. “By partnering with Talent Match, we have


had a poor candidate journey and support content was either poor or missing altogether. 66% of businesses failed to evidence what a young person looks for from an employer. The research is ongoing with a further 150 company websites being reviewed.


been able to work with young people to assess how accessible the jobs and career pages on Leicestershire company websites are based on a criteria set by young people. Having done this we are all now in a good


position to provide businesses with the know-how and insights required to attract, recruit and retain young people.” See the results of the latest research at accessgeneration.co.uk


Talent Match Leicestershire is a Big Lottery Funded Project, designing local recruitment and retention initiatives for employers. If you’re an employer wishing to find out more about our work please visit princes-trust.org.uk/Talentmatch


business network December 2017/January 2018 39


values and goals of gamification to add real value to their current recruiting methods. Whether we like it or not, technology is re-shaping the


recruitment industry. Not everything based around technology has the main


objective of altering the hiring process but in the main, recruiters and internal recruitment departments need to embrace change, invest in improvement and keep an eye on the latest technological trends to ensure they are able to access, nurture and manage emerging talent.


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