Generation C, also known as the Connected Generation, refer to the group of people who have grown up with technology and are always connected to it. 

If you are looking at recruiting Generation Z, how can you make sure you are attracting them into your organisation? 

 

Generation Z are the working generation born between 1996 and 2010, the most defining trait about them is that they are Tech Natives, meaning they were born with technology, it is part of their lives and always has been. There are also some other key things about Generation Z that are important to consider whilst writing your job adverts and during the recruitment process to ensure you are really appealing to them: 

 

 

 

 

With the rising cost of living, you may be looking for ways to reduce costs in 2023. Recruitment costs may be one area you can make some cutbacks whilst still ensuring you are attracting the very best candidates. 

 

 

 

Attracting and hiring top talent is just the first step in building an effective workforce. The hardest part is retaining the best and brightest employees. The most skilled and innovative team members have no end of opportunities on the job market, so it's vital that companies put in the work to prevent them from looking for bigger and better opportunities with competing organisations. Here are four ways that companies can hold onto their best team members in 2023. 

 

 

 

Employer branding is the process of managing and influencing your reputation as an employer. 

 

It encompasses everything you do to position your organisation as an employer of choice and relates to your Employer Value Proposition – Why would candidates choose to work for your company? 

 

 

 

 

2022 saw a lack of suitable candidates applying for each role and on top of this the withdrawal rate was higher than ever before for a lot of roles being recruited for. How do you deal with this whilst recruiting? 

 

 

 

In the 2nd half of 2022 growth in average pay was 6.2% (4.3% excluding bonuses) and with the rise in inflation over 10% - candidates are looking for pay rises of at least this. Here is how, as a hiring manager, you can work with this during your recruitment process: 

 

At Emerald Starfish we are seeing several unique candidate behaviours this year. 

 

 

We are still seeing a high level of applications for the roles for which we are recruiting. However, when we come to book in candidates for interviews it is like handling a leaky bucket. Candidates don’t return calls and they will agree to attend an interview and then not show up. The key here is to make sure that you react quickly. Visit your candidate pool daily to review new applications. For any candidates that meet your criteria make sure that you speak to them quickly. As part of your interview process ask candidates whether they have any other offers on the table and whether they would have any reservations about taking your role. You don’t want to waste time with candidates that aren’t serious about your role. 

 

 

 

 

Candidates are generally in the lucky position where there are lots of suitable jobs. You would be right to assume that they have the opportunity to interview for lots of positions. Make sure that you communicate clear, short time lines so that your candidates understand when you will be making your decisions. 

 

We get asked a lot why a business should use a company, such as Emerald Starfish, to outsource recruitment on a fixed, retained agreement. It is a fair question and our answer is… we believe there are significant advantages to using a retained recruitment model or RPO. We think there are 8 main advantaages: 

 

An outsourced recruiter will have an established, defined process already in place. Using their proven and effective techniques it will save you a lot of time trying to establish these yourself, making it easier for you and your hiring managers to follow progress and understand how the process is developing at any given time across one or multiple departments.