First impressions count: Three reasons your recruitment process isn’t working

We know great procurement talent is out there, but we also know it isn’t easy to find. According to the latest CIPS/Hays Salary Guide and Insights report, 56% of procurement hiring professionals are finding it hard to attract talent. Could it be that your recruitment process is hindering rather than helping your search for the right people? 

The latest What Workers Want report by Hays suggests it could be. “Our research highlights roadblocks which hinder an organisation’s ability to hire the talent they need,” says Scott Dance, director of Hays Procurement & Supply Chain. 

Here are three ways your process could be holding you back, plus tips on how to fix them. To read the full report, click here.

1. Your process is too slow

Timely communication during the application process is important to procurement and supply chain professionals, says Dance. Hays’ research found 57% expect to find out whether their application is successful up to week after it was submitted. However only 33% of employers actually feedback in this timeframe, and 40% take up to a month to notify applicants. Think about how you can work with HR to speed up your recruitment processes, and make sure you always take time to give as much feedback as possible to unsuccessful candidates – 81% of applicants give a negative rating of the feedback they have previously received, so the only way is up.

2. Your work environment is unwelcoming

Almost three-quarters (74%) of procurement and supply chain applicants say seeing the work environment is important to them before making a decision on whether or not to take a role. Yet only 28% of employers always introduce potential hires to the working environment. While showing people around might not have the result you wish for – 69% of applicants who have been deterred by an office visit said it was because the internal environment was unwelcoming – providing extra insight is important. If a visit isn’t practical, consider other ways you can show what it is like to work for you, such as videos or staff testimonials.

3. You’re not providing the right information

There are differences between what information candidates are searching for, and what employers are making available. For example, while 64% of candidates want information about the company culture and working environment, only 34% of employers provide this. More than a third (36%) of candidates would like to see employee reviews and testimonials, yet this is provided by only 8% of employers. Think about how you are selling your department. What makes it a special place to work? In a tight labour market, employer branding matters more than ever.

To read the full Hays What Workers Want Report 2018, click here.

This piece of content is sponsored by Hays.

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