RECRUITMENT PICTURE
By Laura Leyland, managing director, Fresh Perspective Resourcing
‘Job boards aren’t working for me any more.’ It’s something I hear almost every week.
But after recruiting for businesses across Lancashire for over a decade, I don’t believe job boards are the problem.
The reality is that they are just one part of the recruitment toolkit. Whether they deliver great candidates depends on how you use them.
Too many businesses post a generic job advert, wait for applications to arrive and then conclude that there are “no good candidates out there.”
The best candidates are selective. They want to know who they’ll be working for, what makes the role exciting and why they should choose your business over the hundreds of other vacancies competing for their attention.
Your job advert is your first impression. If it reads like a list of
responsibilities copied from a job description, don’t be surprised if it fails to inspire.
Successful recruitment is about much more than pressing “post.”
It’s about understanding your audience, writing compelling adverts, responding quickly to applications and creating a candidate experience that reflects your business.
Job boards can still be incredibly effective, but they are rarely enough on their own.
The businesses achieving the best hiring results are attracting candidates in multiple ways, strengthening their employer brand and treating recruitment as an ongoing business function rather than a task to tick off.
Sometimes the job boards aren’t the problem. It’s the strategy behind them that makes the difference.
DELIVERING INCLUSIVE PATHWAYS TO RECRUITMENT
By Dr Michele Lawty-Jones, director, Lancashire Skills Hub
Recruitment remains a major challenge for employers across Lancashire.
While businesses report skills shortages, investment in early careers, reskilling and training can help address what is often a skills mismatch rather than a lack of talent. Health related barriers and challenges in the transition from education into employment also mean employers need to think differently about how they attract and develop staff.
Around 23 per cent of Lancashire residents aged 16 and over are economically inactive, with long-term sickness accounting for 40 per cent of inactivity among working age adults. This reduces the labour pool and increases recruitment pressures.
The number of young people not in education, employment or training (NEET) is rising, highlighting the need for stronger pathways into employment and skills development.
Employers recognise the benefits of inclusive recruitment practices that help attract and retain a diverse workforce.
Through the Lancashire Skills Pledge, developed by the Lancashire Skills Hub, businesses can access support to strengthen recruitment. It connects employers to funded training, apprenticeships and workforce development programmes.
WorkWell supports people with mild physical or mental health challenges to remain in or return to work, while Connect to Work provides tailored support for individuals facing more significant barriers, including disabilities and long-term health conditions.
Apprenticeships, work experience and industry placements can help employers develop talent, address skills shortages and create opportunities for Lancashire’s young people.
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RECRUITMENT
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