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How to maximise your recruitment for a mobile workforce: top tips from employment experts

Following the outbreak of Covid-19, over 1.6 million Londoners want to trade life in the Big Smoke for a life remote. How should businesses adapt to attract and retain this skilled workforce on the move?

This question was at the core of Totaljobs’ insights webinar, held on Tuesday 11th August.

Reflecting on the latest research into the Reversal of the Brain Drain, Professor Geraint Johnes and Totaljobs’ own Sheila Corrigan – along with a panel of employment experts – tackled topics, including:

  • How Covid-19 has fast-tracked migration out of London
  • The workers that present the greatest flight-risk (and how to keep them)
  • How to future-proof your workforce and take advantage of migration trend

You can watch the webinar on-demand here , or if you’re strapped for time, take a look at the key takeaways from our expert panellists from Co-op, PeopleScout and Lancaster University:

Top tips from employment experts

1. Create an authentic employee proposition

“Attracting candidates is easier than it was pre-pandemic, but it’s really important that organisations are clear in their recruitment and employer brand communications about their employee or colleague proposition. Essentially, what’s it like to work in our business?”

“By being clear and honest and setting out a compelling but realistic proposition, you’ll attract the right candidates and retain them for longer when they realise the job is what they signed up for.”

Emily Knowles
Emily KnowlesCandidate Marketer at Co-op

2. Digitalise your processes for a Covid-19 world

“Look at your recruitment processes and think through how to digitise them to ensure they enable safe, virtual recruitment. That might be through video interviewing or virtual assessment centres or something else. Look carefully at how you remodel these elements.”

Robert Peasnell
Robert PeasnellDeputy Managing Director at PeopleScout

3. Debundle jobs to maximise flexibility

“Embrace flexibility wherever you can. This means “debundling” jobs. Look in detail at what tasks make up existing jobs and critically ask whether they are bundled up in a sensible way for the world we’re moving into.”

“In particular, consider whether tasks can be allocated between jobs differently, in order to maximise the opportunities afforded to make an increasing proportion of jobs doable, flexibly.”

Geraint Johnes
Geraint JohnesProfessor of Economics at Lancaster University

4. Set your selection criteria with diversity in mind

“When you’re receiving loads of applications, it can be really tempting to make your hiring criteria much more extensive and exclusive, aiming to attract mainly candidates who can ‘hit the ground running’. By doing this, you’re probably also going to make your talent pools much less diverse.”

“It’s never been more important for organisations to focus on diversity and inclusion, so make sure your communications, processes and policies are geared towards attracting and retaining people from a broad range of backgrounds.”

Gina Godsiff
Gina GodsiffCandidate Marketer at Co-op

5. Maintain authentic leadership

“One thing that Covid-19 has given, possibly never more than before, is that we’re seeing a really visible style of authentic leadership. We’ve seen our leaders in their living rooms, looked at the pictures behind them, had a look at what they’ve got on their bookcases, etc.”

“It has made people more accessible and more personal. There should be a real desire to make sure that this continues, and that leadership is authentic and clear about the direction of travel going forward.”

Robert Peasnell
Robert PeasnellDeputy Managing Director at PeopleScout

6. Give meaningful feedback to unsuccessful candidates

“You’re inevitably going to be declining a lot of candidates in the current climate [post Covid-19], so at the very least, you should make sure they all get some communication informing them of the outcome of their application. Try to give useful, meaningful feedback to as many people as you can. The way you treat candidates is very much in the spotlight at the moment, and it directly impacts your ability to attract the best candidates now and in the future.”

Gina Godsiff
Gina GodsiffCandidate Marketer at Co-op

7. Be candid with candidates to find the best fit

“Organisation are beginning to see a deluge of applications, so how can they build in more filters at the start of the process to aid selection? Maybe it’s being more candid about what the business is all about, the culture, opportunities and some of the challenges they face, to help people self-select out – as well as into – the process more quickly.”

Robert Peasnell
Robert PeasnellDeputy Managing Director at PeopleScout

8. Be bold and think globally with your recruitment

“Know your market and be ambitious. Given the opportunities for flexible working, don’t be shy about entering a global market for talent if that’s where the opportunities are for your business.”

Geraint Johnes
Geraint JohnesProfessor of Economics at Lancaster University

Learn more about the future workforce

Learn more about The Reversal of the Brain Drain by downloading the report or watching the webinar.

Sign-up to up to the next webinar on Tapping into the Transfer Market and making hires that stick.