Top 3 UK Recruitment Priorities in 2013

July 3, 2013

The talent acquisition landscape is undergoing dramatic changes and this means that recruitment professionals need to stay ahead of the latest trends to deliver the best hires for the business.

LinkedIn surveyed 340 senior recruitment professionals in the UK (and many more globally) to identify the top trends, and three recruitment priorities emerged:

  • Sourcing highly-skilled people (48% of respondents)
  • Improving the quality of hire (32%)
  • Building their employer brand (25%)

London, UK

We discussed these trends with senior resourcing managers at Dixons Retail and Serco to see how they affect recruitment processes in their teams today.

Sourcing highly-skilled people

According to the survey, a majority (59%) of UK companies focus on hiring passive talent while a savvy minority (24%) maintain a list of leads who haven’t yet applied for any position.

One such forward-looking company is Serco. This proactive approach to talent sourcing is ‘helping our recruitment teams be strategic partners and expert advisers [for the business] rather than tactical recruiters,’ according to Debbie Whitehead, Resourcing Transformation Lead at Serco.

It also helps her (and others) find people for senior professional and, increasingly, tough-to-hire leadership positions.

Improving the quality of hire

Recruitment doesn’t stop the day the new employee starts work. ‘The quality of hire is not all about longevity,’ says Bridget Hutchison, Head of Resourcing at Dixons Retail.

The company has been working to measure and improve the quality of hire. For example, her in-house recruiters go for coffee with recent hires to get informal feedback on the recruitment and induction process.

The company has also implemented more formal time-to-competency metrics that measure how soon an employee is making a positive contribution to the business, as measured in routine staff appraisals.

The combination of quantitative and qualitative feedback helps Bridget Hutchison improve the whole recruiting process.

Employer branding

The majority of UK respondents (82%) believe employer brand has a significant impact on ability to hire great talent, which explains why virtually all of them (95%) are intending to maintain or increase their investment in it.

Serco is a great example of the possibilities. By combining many different company pages into a single unified company LinkedIn presence and by dedicating resources to developing its recruiter brand it has increased its followers from 9,000 to more than 40,000 and helped to reduce its overall cost of recruitment.

We’re on a learning curve with social media but it’s working very well for us and it’s something to embrace,’ says Serco’s Debbie Whitehead.

Deeper insight

To find out more about the UK’s Recruiting Trends report and get ahead of the changes that are happening in the talent marketplace, join LinkedIn experts Lindsay Ahearne and Amy Miller in a live webcast on July 9 at 11am.

>> Register for the webcast