Recruiting Young People – Do You Need to Do it Differently?

Dear <<First Name>>

For many years we have relied on the same techniques for recruiting staff. Create a job description and write an advert; place the advert in the paper or give it to a recruitment agency. But is this still the best way to attract the best talent to join your business? Could you be missing out on some of the best young talent, by sticking to ‘older’ recruitment methods?
This issue of HR Watch asks if you need to consider a different approach to recruitment, if you’re looking to attract a wider range of candidates, including the bright young things who could really add value to your business.

Best wishes,

T: 01635 600 305
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Recruiting Young People – Do You Need to Do it Differently?

While you can’t specify in a job advert that you’re looking for someone of a particular age (in order to avoid issues of age discrimination), bringing young talent into your business might be a great way to move it forward. However, if you only use ‘old fashioned’ recruitment techniques, you could be missing out on a huge pool of potential candidates. Why is this? Because with the growth of social media and online tools, younger, or more tech-savvy candidates might never see your job advert, if you don’t take some time to think about where they are looking for jobs.

So how can you reach a younger audience?

One really effective way of attracting younger people to your business is through videos. They are a great way of showing people, as well as telling them, about your business. Effective recruitment videos usually include the CEO or boss of the business giving an overview of it – they’re the ideal person to explain what’s so great about the business. Line Managers can talk about the specific job role they want to fill and what they’re looking for in a candidate. Someone else in the team can speak more generally about the team and why they would be great to work with. If you’re looking for graduates to join a training programme, then one of your current graduates would be the obvious choice to talk about why they joined the business. Tell people why they might want to work in your business.

A professional approach

Since videos should be short and concise, it is best to create one for each of these people or jobs, rather than producing one long video. Most people will only watch a minute or two of video, so give them the chance to pick the ones they specifically want to watch.

Unless your company is in the business of producing professional videos, it is best to employ the services of a professional video company. Your finished videos need to look polished and must portray the best message and impression of your business. While being professional, your videos also need to look natural, friendly and welcoming.

Remember also that anything that you say must be appropriate – don’t say anything discriminatory. Just because a video ‘speaks’ a job description, it must still be in line with current employment law. Unless you’re a natural when it comes to public speaking, write a script of what you want to say. Then practice it until you’re able to speak without having to read the script. You might need quite a few practice runs, until you’re happy with the final result!

What next?

Once you have your videos, where do you put them? The first place to put them is on your website, so that anyone who visits the site can see them. If you host the videos on YouTube, they can also be found by people searching for a new job. Once the videos are on your website, you can tell people about them via LinkedIn and any other social media that you use. If you’re using job board sites for recruitment, check to see if your videos can be included with your job adverts.

For some inspiration, here are a couple of great examples of recruitment videos that I have found.

A guided tour of where you could work. This one continuous video, but is professionally put together and very engaging.

Want to join the graduate training scheme? A good example of a short video aimed at filling a particular job role.

If you need a recommendation for someone to produce recruitment videos for you, get in touch and I’ll introduce you to some of my favourite companies.

Practical HR – Teaching an Old Dog New Tricks

Bill is looking for a new recruit to join his growing IT support company. He has realised that he needs to move with the times and should take on someone to make better use of social media for promoting the business. In the past, you might remember, Bill has used a recruitment agency to find new members of staff and he tried that approach this time, but without much success.
“Have you thought about putting together a few recruitment videos?” asks Belinda, who helps Bill with finding new team members. “I know someone who could help us do it.”
But Bill has been in business for many years, so he’s sure that he can do a great job himself, without having to spend any money on videos. His daughter has one of those digital cameras that can record videos too; and Belinda can hold the camera fairly still, while Bill talks to her. His office is fairly quiet – just a few cars going past and the phone ringing now and then. There’s plenty of light from the window, so no need to turn the lights on.
“What will you say?” asks Belinda. “Should we write a script?”
“No need!” scoffs Bill. “I know all about this business and can easily tell someone all about it. Shouldn’t take more than 10 minutes, should it!?”
We’d love to show you the finished video here, but after all that, it turns out that Belinda had her hand over half the lens for most of the video and Bill forgot what he was going to say, when the phone rang for the third time in three minutes, so they gave up!

Employment Law Update

Employment Law Update
Keeping you up to date with changes to Employment Law:
National Living Wage – A new 'National Living Wage' of £7.20 per hour was introduced on 1 April 2016 for all working people aged 25 and over. Click here for more details.
Modern Slavery Act – This is something that small businesses need to know about, with respect to choosing suppliers. Larger organisations now have to prepare a slavery and human trafficking statement for each financial year, from 31 March 2016. There is more information here.
Proof of Right to Work – HMRC are carrying out more unexpected visits to businesses employing staff from overseas. The cost of the fines far outweighs the cost of checking that all your employees – new ones and existing ones – have the right to work in the UK. Click here for details of Acceptable right to work documents from HMRC. Also keep a record of documents which have expiry dates so you can ensure you received updated documentation.
Do you have any questions about HR or the staff in your business? If so, please do get in touch for an informal, completely confidential chat. Call us on 01635 600305.


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