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Help us to help you recruit

  • Publish Date: Posted over 5 years ago

Since our previous blog in which we discussed the UK-wide shortage of available candidates and the lowest unemployment rate for ten years of 4.2%, we have had a lot of questions about how employers can maximise their visibility to potential candidates.

With a new survey (conducted by CareerBuilder, an online employment website) stating that 86% of qualified candidates are satisfied with their role and are not looking for new jobs, this really is an important question to ask. In such a candidate driven marketplace, every employer really needs to create an appealing working environment for potential employees.

So, we have compiled a handy guide on how you can make recruiting in your business easier:


Candidates will search your website and look at reviews of your services before going to interview or applying.

According to research by Careerbuilder:

  • 55% of jobseekers would abandon an application on seeing negative reviews of the company

  • 84% of job seekers say a reputation of a company is very important

  • 50% of candidates wouldn’t consider applying for a company with a bad reputation, even if the role pays more.

So, monitor relevant review websites like Glassdoor, Google Reviews, Tripadvisor etc. and make sure you address both good and bad reviews. Less than half of all employers do this.


Recruiters are experts at writing job adverts, but to ensure that they cover all of the relevant areas you should communicate a proper brief to them.

In the brief, focus on the opportunity your company presents to a potential employee and get across your unique company culture, as well as giving it a title that plenty of people are likely to search, whilst still maintaining its relevance.


Consult your recruiter about the interview process – they will know the industry standard format and the types of candidates you will be attracting. Think through your interview process to ensure you understand what you want to know about the candidate. Balance the interview between discovering the candidate’s suitability for the role, and the future journey of the company/role.

Try to phrase your questions carefully, to maintain candidate centricity. For example, instead of asking ‘What will you bring to the company?’ try asking ‘What would you like to achieve in this role?’.

Also, make the whole interview process realistic. 1 to 2 stages that are in-depth will prove much more effective than numerous short stages. The longer the interview process, the more likely the candidate is to drop out.


This may sound ridiculous, but if you don’t research local companies offering the same role and their rates, you won’t be able to offer a competitive salary, which will price you out of finding a capable candidate. Also, consult your recruiter, who will be dealing with similar companies with similar positions – they will know what the market is currently doing.


Almost all cloud-based talent acquisition and campaign management systems cost money. So, the most effective way of getting your job advert out there is to contact a recruiter. Not only will you get the benefit of their systems, but also their expertise.

Select Appointments have been recruiting for over 35 years and have invested during this time in state-of-the-art technologies and the best recruitment consultants in the industry, all with relevant in-industry experience. As REC (Recruitment and Employment Confederation) members we keep up to date with the latest trends in the industry and operate at the highest levels of compliance.

If you are looking to recruit, or are looking for a new opportunity, please don’t hesitate to get in touch.​

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