Frequently asked questions

To recruit quickly you need to consider using a number of different recruitment options such as advertising the vacancy online, use of social media, seeking employee referrals and recommendations and using other recruitment networks. Specialist or niche recruitment agencies who focus on particular industries will aslo have strong talent-pools. The best way to recruit promptly is by being pro-active in your succession and headcount planning.

If you are looking to recruit candidates without using a recruitment agency it is important you start by researching how to target the best candidates for your particular vacancy. For example are they in any social media groups for their profession? (such as designers). Do they seek work on particular job boards or websites. Do you know anyone within your own network you can call upon, such as previous work colleagues. Do your employees also know of anyone they can recommend.

To save money on recruitment you should consider researching the best advertising job boards for your specific industry or job vacancy. It is best practice to use an applicant tracking system (ATS) to successfully record previous applicants for your vacancies. By planning and building talent pools you are able to reduce the need to engage with external recruitment agencies.

It is also important to advertise roles internally and look to promote from within where possible, also encourage existing employee referrals to help minimise costs. If you have high volumes to recruit you may also want to consider launching your own in-house talent acquisition team.

The best recruitment agencies for marketing agencies are niche recruiters who have specific marketing recruitment background. They should be able to cover both creative and client-facing positions, and also take the time to fully understand your agency’s culture and hiring process.

To hire successfully into your business it is important to have a strong recruitment process in place which focuses on the recruitment journey end to end. This would include advertising vacancies, shortlisting and screening candidates, interviewing techniques and competancy, skills-testing, final candidate selection and effective onboarding. As well as this managers who are involved in the hiring of employees should be familar with the companys recruitment process and have relevant interview experience and training.

To attract the best talent into your business you need to become an employer of choice. You can do this in many different ways, but you will need to focus heavily on your organisation’s employer branding along with where you advertise. You will also need to offer employees opportunity to progress their career along with a competitive and applicable benefits package relevant to your industry.

The difference between recruitment and talent acquisition is; recruitment is about filling current vacancies, whereas talent acquisition is the ongoing strategy to find specialists, leaders, or future executives for your company.

Talent acquisition is an ongoing strategy to find specialist skill-sets for your company. Talent acquisition focuses on long-term planning rather than reactional, quick-fix recruiting.