TAG - evp

In today’s recruitment world, we often focus on the metrics—time-to-hire, cost-per-hire, and turnover rates. These numbers matter, but they don’t tell the full story. What truly drives long-term success in recruitment and talent management is something less tangible: meaningful connections.

In today's competitive job market, in-house recruitment marketing teams face significant challenges. According to our latest report, 73% of these teams have seen budget reductions, while 87% are dealing with increased workloads. As we begin to see signs of optimism on the horizon for the economy, demand on in-house marketing teams is only going to increase. So, what’s in store for 2025 and how can professionals best navigate this landscape?

In what remains a highly competitive job market, creating a positive candidate experience can make all the difference between securing a new candidate, or losing them to a rival. But what elements contribute to this experience, and how can employers optimise their hiring processes?

Ask someone to think about PR and it’s likely their minds would bring up images of glamour, lots of drinking and, if you’re of a certain vintage at least, Absolutely Fabulous. Alas, times have changed. While it would be lovely to spend afternoons schmoozing with journalists in fancy bars, that’s sadly an outdated view of our industry. Most people have a broad understanding of what PR is, but few know how it really works, and why every in-house hiring department looking to boost its hiring should have a specialist agency in place.

We recently looked at the importance of building a strong employer brand – which is particularly key now, before the job market rebounds in the coming months. But what does a good brand look like? We’ve outlined some examples with key takeaways from each.

Despite falling vacancies, skills shortages remain a core issue for businesses. In-house recruitment teams are facing tough competition for the best talent. And as the UK economy and labour market begin to show signs of optimism, no doubt attracting the best people is going to become tougher.

The extent of skills shortages in the UK and indeed globally are well-documented. There’s no denying that companies are increasingly struggling to find the critical skills they need, despite falling vacancies. With green shoots on the horizon for the economy, businesses are understandably focusing on how they can both tackle current resourcing gaps and build talent pools that are sustainable for a fast-growth future. But it’s not going to be easy.

In today's globalised and interconnected business landscape, the significance of a diverse workforce cannot be overstated. Beyond mere compliance or tokenism, embracing diversity in all its forms brings a multitude of benefits to organisations, from enhanced innovation and creativity to improved decision-making and market responsiveness. However, achieving true diversity and reaping its rewards requires more than just hiring individuals from different backgrounds. It necessitates creating an inclusive environment where everyone feels valued, respected, and empowered to contribute their unique perspectives and talents. In this article, we will delve into key practices for fostering inclusion in a diverse workforce, with a focus on strategies like diversity hiring and addressing religious discrimination.

Inhouse hiring teams have a lot on their plate with sourcing, interviewing, vetting and recruiting candidates and the myriad other tasks they deal with on a day-to-day basis, so it’s only natural that some things may get overlooked.

Even the biggest, most successful firms need a strong and well-developed employer brand. You could be a world class employer doing amazing things for your staff, but without this brand in place you will struggle to hire the skills you need and will miss out on talent to your rivals. However, it’s one thing building and developing this brand over time, you also need to consider whether it is still relevant in the drastically different employment world in which we’re now operating. So how do you keep your brand relevant and ensure it is up to speed with the demands and motivators of the modern workforce?

Employee Value Propositions (EVP) have traditionally focused on the workforce as, well, workers, and not much else. However, like so many other areas in the modern employment world, this has changed. But why is the traditional proposition on shaky ground and what must employers to do when adapting their EVP?

The employment market is evolving rapidly, you won’t need us to tell you that. However, businesses that want to win the war for talent need to evolve their employer brand in line with it, rather than risk being left behind. Here’s why it’s so critical to regularly assess where you are carry out an EVP audit.

While not quite as much has shifted post-COVID as many expected during the height of the pandemic, it’s obvious that some areas of life have changed dramatically, perhaps most notably, the employment market.

The importance of having a strong external consumer or customer brand enables your customer base to know that a product they invest in will have a certain level of quality and is obviously recognised as a fairly fundamental part of almost every business, but many firms aren’t aware that they also need a strong brand in order to recruit staff for themselves. But why is an Employee Value Proposition (EVP) so important in the modern world?