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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? 
The current recruitment market is a tough place to be for employers. It is a candidate’s market which means they have all the decisions and choices, not the employers. We have identified how this is affecting hiring managers ability to recruit effectively and what you can do about it. 
 
 
 
Salary Expectations 
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: 
 
Recruitment has been challenging in the first half of 2022. Three-quarters of companies are expecting to recruit in the next three months and from the latest East Midlands quarterly survey over 82% of companies are finding vacancies hard to fill what candidate behaviours can you expect to see currently? 
At Emerald Starfish we are seeing several unique candidate behaviours this year. 
 
1. High levels of applications but low levels of commitment. 
 
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. 
 
Do you have a recruitment need in 2022? Are you struggling to find the best candidates for your roles? Are you wondering what is the most effective way to secure the best candidates in the current job market? Here are our five top tips to help you. 
 
 
1. Keep the process brief: 
 
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. 
What are the advantages of using an RPO or in simple terms using an outsourced company to do your recruitment for you? And what are the benefits of working in this way? 
 
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: 
 
1. A consistent process: 
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. 
Competition for candidates is currently high. There are lots of job opportunities for great candidates currently. How can you persuade the right candidate to take your role over the others that they will be interviewing for? It also starts with your first impressions… 
 
Why should you send out a candidate pack? 
 
This information is sent out at the start of the recruitment process. Ideally, when you are confirming the first stage interviews. This is an often-missed opportunity to start to sell your company to your candidates and will also reduce the length of time spent at interview telling them about the organisation. It means that you get more time to spend; asking the candidates about themselves and their suitability for the role. 
 
What company information should you include? 

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