Getting Creative with Recruitment 

28 June 2022

With so much movement in the job market, recruitment is fast becoming a focus for many of our  clients, whether they’re employers or employees, at home or abroad. But how to find the right candidate? 

By getting creative, says Leanne Elliott, the founder of Oblong HQ – a consultancy that works to scale service businesses through people. As well as being a qualified psychologist and recruitment consultant, Leanne is a globally-mobile business owner, who has lived and worked in more than 44 countries since 2013. In this final blog post of three, we take a look at fresh ways to approach recruiting in this new world of work.

“Traditionally, employers have used job sites or recruiters to find candidates, but in our increasingly fragmented online world, the perfect candidate might not be looking at generic job boards, or potentially might not even be looking for a new position at all,” says Leanne. “You have to really think – where might the perfect person hang out?” Answering this question will be easier if you’ve followed the steps in our first blog post on shaping new roles for the future.

Once you’ve written a rock-solid job description and designed an assessment process, you’ll want to get your advertisement out in the world. In the past, this meant placing a notice in your local newspaper, on your company website or via a recruiter. Nowadays, there are lots of better options. “Think about posting your ad on a highly-targeted job board like TopTal for programmers or a relevant Facebook page such as a writer’s group for copywriters,” says Leanne. “You can also help to boost your advertisement’s reach by sending it across your organisation and asking employees to share it on their own profiles.”

“One often-overlooked source of great candidates is your own organisation,” Leanne points out. “Nowadays people work cross-functionally all the time, so they’re building experience and understanding of roles outside their own.” Recruiting from within means that you already know that the candidate is a good cultural fit, which is a big box to tick in advance.

In addition, Leanne says, employees may be able to recommend friends, family or former colleagues for the role: “Referrals are a good way to access candidates who are already trusted by members of your team.” 

  1. People who are leaders within their communities will have a good idea of what makes a good employee in their sector. In addition, those people may already be among their followers. Don’t be afraid to find an ‘influencer’ in a relevant niche to talk about the job opening to their followers,” Leanne says. “For example, many social media professionals are likely to follow people like @sunnylenarduzzi, so your future social media manager could be within that audience.” 

  2. Of course, the ultimate expert in this process will be a qualified and experienced recruitment consultant. “Yes, there are significant fees involved,” Leanne agrees. “But that’s for a good reason, as they will usually have a valuable pool of candidates, proven assessment methods and the right people skills to match employer to employee and vice versa.”

  3. For most employers, recruitment is an expensive and time-consuming part of their day-to-day activities. “Research has shown that not only does it cost around 30% of the annual salary to recruit a good person, but the overall cost of getting a new recruit up to speed can cost 2.5 times the annual salary,” Leanne says. “That means if you’re recruiting for a £25,000 position, it will likely cost you £62,000 over the person’s first 12 months in post – and that’s if it goes well!”

  5. We even have a team of multilingual staff who are available 24/7 to provide policy information, day-to-day help and emergency assistance to our members. We’re here to make life simpler, easier and safer – for employees, employers, and the expat community as a whole.