The UK’s digital skills gap is more comprehensive than ever, and the challenge for recruiters has never been more demanding. Quality Engineering consultancy Roq believes consistency, transparency, and best practice are essential during this time and has released a White Paper From Recruiting To Onboarding.
By sharing its experiences and lessons learned on enhancing the candidate experience, Roq hopes to lead the way for better in-house tech recruitment during the current skills shortage.
This hard-to-recruit market is also heavily competitive and candidate-led. Roq’s Talent Acquisition Manager, Sean Gray, highlights, throughout the White Paper, that a focus on candidate experience helps elevate a business during the recruitment process.
Sean says: “Every Roq candidate receives a call to talk through interview feedback. We want to ensure they feel heard and respected so that they have had a great candidate experience even if they’re unsuccessful. We also aim to leave the door open for opportunities in the future.”
Roq also sheds light on their employee retainment, with their learnings that a robust onboarding process and putting the candidate at the forefront make workers stay longer and heighten productivity.
Gray comments: “In the run-up to their start date, I will be checking in with them every week to ensure they have everything they need; this helps ensure commitment from the candidate and to be able to immediately address if they’ve had any issues, any counter-offers, competing offers or change in personal circumstances.
“Once they’ve joined, I’ll check in with the candidate after their first week, first month and then periodically from then on.”
The White Paper Roq discusses several learnings from recruitment to onboarding, which include:
- Defining a role’s requirement is essential before kick-starting an employee search
- Sourcing candidates through networking sites, social media, marketing events, and referrals can help engage with positive potential candidates
- That brand identity can be used to advantage to make candidates receptive to a business
- How pre-screening, technical and psychometric assessment and interviewing all play a huge part in successful recruitment
- How a robust and established process mitigates the risk of rejected offers
- And, once recruited, how no business should underestimate the onboarding process.
Original Article: Business Leader
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