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The UK recruitment sector has undergone a staggering transformation in recent years. In 2024, success in UK recruitment hinges on agility, inclusivity, and embracing technological advancements.

The Office for National Statistics reported a drop of 45,000 vacancies between September and November 2023, continuing a trend of decline across various sectors. While this signals a change, the total number of vacancies remains higher than pre-pandemic times.

For staffing firms that fulfil the recruitment needs of their clients as well as the end clients, finding and retaining the top talent all depends on presenting the best version of themselves to the candidates. As an 18-year-old offshore recruitment service partner for staffing firms globally, the following are some candidate-centric guidelines that IMS People Possible recommends to attract the right talent and find success in recruitment.

Employer branding is a must have

Forget “nice to have” – employer branding is a “must have” in today’s competitive talent market. In 2024, recruiters can not afford to ignore it, even if a dedicated employer branding team is not available.

Employer branding is how you market the company as a workplace, not just an employment opportunity. Here are two key areas for building a strong employer brand.

  1. Culture & Values:  Use social media, career pages, and even employee stories to highlight your company’s unique personality and what you stand for.
  2. Inclusivity Matters:  Focus on equal opportunities and a culture that welcomes everyone, regardless of background.

Attract top talent with recruitment marketing

Employer branding positions your company as a dream workplace, but recruitment marketing is how you shout it from the rooftops! It’s a multi-stage process to attract top talent before they even apply.

Start by building awareness with eye-catching job ads and informative content marketing. Next step is to spark interest through engaging social media campaigns using trending memes and authentic content.

Finally, drive consideration by maximising the reach of your multi-purpose content across all channels, from niche job boards to college fairs.

Treat your candidates as you would your customers

A smooth application process, clear communication, and feedback leave a lasting impression. You can follow a couple of simple steps:

  • Streamline applications: No more endless forms! Leverage pre-recorded videos and existing resumes for efficiency.
  • Communicate regularly: Keep candidates informed throughout the process, even if it is a simple automated message.
  • Provide feedback: Help candidates improve with actionable insights and gather their feedback to improve your recruitment process constantly.

Diversity and inclusion for a dynamic workforce

While business leaders acknowledge the power of a diverse workforce, current recruitment practices don’t reflect this. Diversity metrics are rarely tracked, meaning many companies are missing out on top talent.

53% of workers prioritise diversity, equity, and inclusion (DEI) when choosing an employer. This is especially true for younger generations (Gen Z: 77%, Millennials: 63%).

You can expect 2024 to be a turning point, with a surge in investment in DEI efforts and innovative recruitment tools to overcome unconscious bias and ensure a truly diverse talent pool.

Pay transparency matters

The gender pay gap persists, and governments are stepping up. Pay transparency is becoming a global trend, with new laws popping up across the world.

Countries like Canada, Chile, and the UK are leading the charge with pay transparency legislation, and the EU is also expected to join the movement. New laws cover a range of measures, from salary disclosure in job postings to regular pay audits.

Pay transparency is here to stay, and adhering to new legislation is crucial.

Generative AI and Automation

A new IBM report talks about the huge impact AI and automation are going to have on jobs. Within three years, about 1.4 billion workers across the globe may need reskilling. Companies need to:

  • Focus on skills, not just degrees. Find candidates who can collaborate with AI, not just replace it (87% of executives agree AI is an assistant, not a boss).
  • Invest in reskilling programs alongside new technology.
  • Redesign work processes to leverage both human and machine strengths.
  • Empower employees with meaningful, skill-building tasks as automation takes hold.

Don’t lose the human touch

Don’t let your applicant tracking system turn recruitment into a robotic process! After interviews, provide feedback to unsuccessful candidates. This shows respect and helps them improve for future opportunities.

Update everyone regularly on their application status, even with a simple message. Use your CRM to stay connected with promising talent. By prioritising the human experience, you’ll improve your employer brand, attract better candidates, and build a stronger organisation.

Conclusion – Ace the strategic recruitment in 2024 with Offshoring

The UK recruitment landscape is in flux, but the fundamentals of success remain the same. Companies must understand the importance of agility, inclusivity, and leveraging cutting-edge solutions to find the perfect talent for their organisation. However, it becomes easy for companies to entangle themselves with ancillary tasks instead of focusing on their core capabilities.

When partnering with a reputable recruitment staffing service provider, the agency supports you with tackling ancillary tasks. As an 18-year-old offshore recruitment service partner for staffing firms globally, IMS People Possible follows the above-mentioned guidelines to streamline operations, pass ancillary tasks, and attract & retain the best talent for our clients.

Contact us today to discuss your specific needs and discover how we can help you find the talent that will propel your business forward.