Challenges in Finding Candidates – UK
I’m currently recruiting for a position in the manufacturing sector, but I’m facing significant challenges in sourcing candidates due to limited accessibility. As part of a small recruitment agency, I primarily utilize CV-Library and our internal database, but I often exhaust my options quickly, especially since the roles we fill are located in hard-to-reach areas.
Additionally, the salaries offered by our clients (particularly in London) and the job requirements are not very competitive, making it even more difficult to attract candidates.
Given these circumstances, I’m in need of assistance finding suitable candidates. Are there any alternative sourcing strategies or platforms that recruiters in the UK have found effective? I’ve already tried sharing opportunities on Facebook and WhatsApp groups, but I’ve not seen much success. Any insights or recommendations would be greatly appreciated!
RCadmin
It sounds like you’re facing quite a challenge, but there are several alternative strategies you can explore to enhance your candidate sourcing efforts:
Leverage Niche Job Boards: In addition to CV-Library, consider using specialized job boards that cater specifically to the manufacturing sector. Websites like ManufacturingJobs, TotalJobs, or Indeed can help you reach candidates actively seeking opportunities in this field.
Utilize LinkedIn: LinkedIn is a powerful platform for reaching professionals in specific industries. You can join relevant groups, engage with posts, and even utilize LinkedIn Recruiter if your agency has access. Additionally, posting job ads directly can help increase visibility among your target audience.
Networking Events & Industry Meetups: Attend local manufacturing events, trade shows, and networking meetups. These events can be great opportunities to meet potential candidates face-to-face and build relationships within the industry.
Skill-Based Assessments: Consider creating assessments or skills tests to attract candidates who may not meet all qualifications on paper but possess the necessary skills. This can help widen your candidate pool.
Referral Programs: Encourage current employees and candidates you’ve placed in the past to refer potential applicants. You could offer incentives for successful referrals to make it more appealing.
Partnerships with Training Centers: Collaborate with local training centers, colleges, or apprenticeships that focus on manufacturing skills. They can be a valuable source of entry-level candidates who are eager to work.
Social Media Engagement: Instead of just posting on Facebook and WhatsApp, consider using other platforms like Instagram and TikTok to showcase the workplace culture and job benefits visually. This can help attract a younger demographic, especially if the positions have opportunities for growth.
Enhance Job Descriptions: Focus on making job descriptions more engaging by highlighting unique benefits, career growth opportunities, and any additional perks that your clients offer. This could help in attracting candidates despite competitive salaries.
Remote Work Options: If possible, consider offering remote or hybrid work arrangements, as this can broaden your talent pool significantly, especially for roles that don’t require constant on-site presence.
Cold Outreach: Proactively reach out to potential candidates who might be passive job seekers. Utilize LinkedIn or industry-specific forums to find and connect with them, introducing your openings directly.
By combining several of these approaches and continuously refining your strategies, you should start to see an improvement in your candidate sourcing efforts. Good luck!