Tag: Hiring top talent

  1. How to stop candidates logging off and tuning out

    How to stop candidates logging off and tuning out

    Social media has transformed the way we live, work and communicate.  But with more connections taking place on screen than in person are we in danger of losing the art of conversation?

    From a recruitment perspective we are increasingly hearing from candidates who feel disengaged simply because of the amount of online ‘noise’. They feel constantly bombarded with communications promising them their ‘ideal job’ that in reality are often totally unsuitable roles. And the result is simply making candidates lose interest.

    Too many hirers are relying on generic approaches to attract candidates, but these no longer work in an online world where there is simply so much content and competition to attract attention. Without investing time and energy into really knowing the industry and actually talking to people and getting to know your next recruits, potential candidates are being missed.

    But we believe that nothing beats building real person to person relationships.

    Organisations in all sectors need to get better at getting to know their potential next recruits.  Anyone hiring needs to build and develop relationships in order to understand if the organisation, the role and the individual would be a good fit that would enable both sides to achieve their future goals. Candidates’ needs, strengths, motivators and countless other nuances need to be considered to fill a vacancy effectively; issues that are much better dealt with in person not on screen.

    Ask yourself, as an organisation would you offer a contract to a supplier who sent you a speculative message on a social media site or who posted an advert? Would you as a talented individual in your sector invest time applying for a role that was pumped to you and countless others via social media or online job adverts?  Probably not! A lot more work has to go into building and developing that relationship. And person to person conversations are a vital part of that process.

    If your recruitment methods are falling on deaf ears and you would like to talk to us please get in touch or call us on 023 8000 1153.  Or, if you are considering a career move but want a targeted, managed approach please contact us for a real conversation!

  2. New affordable homes mean new opportunities

    Building site with rows of modular houses under constructionThis month saw some exciting news for the affordable housing sector and, in particular, for 14 housing associations who have won contracts to manage new build homes for Legal & General. With these newly announced management deals comes plenty of opportunities as we move towards 2020.

    L&G’s for-profit social housing provider, L&G Affordable Homes, will be investing in 3,500 homes a year – a much needed boost for affording housing stock.

    In the past decade the country’s ageing population has left many young people unable to get on to the property ladder as family homes are occupied by older couples or single people. This is partially responsible for the 1.1 million households on the housing waiting list in England.

    New homes are needed to close the gap. L&G’s innovative solution involves them building high quality, module homes on land they own and leasing these to affordable housing sector partners as an investment.

    Earlier this year it put out a tender for housing association partners to manage its properties. These have now been named.

    The first L&G affordable housing tenants have already moved into schemes in Falmouth, Cornwall, and in Croydon, London.

    L&G is not the only big investor in affordable housing schemes; more have seen the potential as it is estimated three million social homes will need to be built in the next 20 years.

    This presents an incredible opportunity for the affordable housing sector to win contracts for the management of more of these much needed schemes. And with that opportunity comes the necessity to consider additional resourcing within your business.

    We are already talking to clients about new investments in affordable housing and how this will affect their staffing needs.

    Back in 2016 we recruited the Managing Director at one of the country’s leading modular housing factories and in 2018 we also brought in a team leader there. The factory was among the first companies in the UK to use modular building for new homes and have now built more than 1,000.

    Both of the professionals we recruited came from outside the industry, but we identified their transferrable skills and supported them through the process to their new careers. They now play a key role in making the factory a success.

    If you are looking to recruit within your affordable housing business then we can help. Ocean Edge has nearly 20 years experience helping the affordable housing sector find the top candidates.

    We have teams in Southampton and London who are ready to help you recruit to your organisation. Find out more about our recruitment consultancy services or call 023 8000 1153 or email info@oceanedge.biz.

  3. How to secure the best candidates

    Hand shakeThe best candidates are in high demand whatever your industry. If you want to interview top talent and add to the expertise in your business then here are some simple steps to follow to optimise your recruitment process:

    Be clear about your expectations

    What skills and experience does your ideal candidate have? Make sure these expectations are clearly set out in job descriptions and adverts so that only the right candidates apply.

    This will save you time sifting through the resumes of people who don’t make the grade or at least make it easier to discount them.

    Look at the talent within your business

    Recruiting from within your business will save time and money. It’s much easier to bring someone up to speed when they know how your organisation works.

    That’s not to mention the impact on staff motivation, morale and loyalty when they see opportunities to progress.

    Share opportunities on your website

    The best candidates will be the ones already interested in your organisation. They will have been looking at your website to research your business and the type of opportunities available. Make sure they find the information they need.

    Add a dedicated ‘work with us’ or ‘job vacancies’ page, and update this regularly with new opportunities. Also use this page to shout about the benefits of working for your organisation to attract the best candidates. Here are some ideas about how to attract and retain top employees.

    Promote your business opportunities on social media

    Once you have perfected the vacancies pages on your website make sure you share them on your social media channels, particularly LinkedIn. If the right candidate is in the market for a new job this is where they will be looking for career opportunities.

    It’s also worth promoting jobs on Twitter and Facebook because of their broad audience. Your followers don’t just include customers, but also job seekers within your industry and region.

    Bring in a specialist recruitment agency

    In order to secure the best candidates you need a thorough application and interview process. A specialist recruitment agency will be able to create a bespoke recruitment campaign for your business, from advertising and headhunting to shortlisting. They may even already know candidates that fit the bill.

    Find out more how a specialist recruitment agency can help you find the best employees to grow your business.

    Ocean Edge has offices in London and Southampton offering recruitment consultancy services to the affordable housing sector.

    For more information about how we can support your organisation with external and internal recruitment get in contact: call 023 8000 1153 or email info@oceanedge.biz.

  4. Why should you use a specialist affordable housing recruitment consultancy?

    Informal meeting over coffeeWhen you are recruiting, your top priority is to employ the perfect candidate, fast. Anything else is a waste of time, money and resources. That’s why, when you work in the affordable housing sector it’s important to use a specialist recruitment agency.

    Here’s the benefits a professional and experienced affordable housing recruitment consultancy can bring to your next recruitment process:

    Knowledge of your sector

    When you are growing your team, get ahead of the game by appointing a recruitment consultancy that knows your sector inside out. They should have a proven track record of working with organisations like yours and be able to anticipate the challenges you face.

    This will save a lot of time in devising a strategy for securing your perfect candidate and will help get them in post quick.

    A thorough process

    To get the best value from a recruitment strategy it needs to be thorough and tailored to your business needs. A specialist recruitment consultancy will offer a bespoke search; headhunting the very best candidates who may not even be looking for a new job; and attracting ideal job seekers through targeted advertising.

    The search will be based on research to identify people who are a strong match for your business, with the skills and experience you need.

    A great recruitment consultancy will then conduct its own interviews with a shortlist of candidates to ensure only the very best are sent to you for consideration.

    Find out more about recruitment techniques for attracting the best candidates.

    They already know your ideal candidate

    A specialist affordable housing recruitment agency will already have an extensive network of people looking to develop their careers within your industry. Your perfect candidate may already be on their database.

    This rich knowledge and talent network will put you in pole position for securing your new team member.

    Experienced temporary staff

    If you are looking for someone to help deliver a specific project, fill a gap or establish a new area of your business, a specialist recruitment agency will be able to offer you experienced interim consultants for short term contracts.

    These are people they already know and trust, so you can be assured they have the ability to hit the ground running.

    Ocean Edge – a specialist affordable housing recruitment consultancy

    We have nearly 20 years experience helping the affordable housing sector find the top candidates for its teams.

    We specialise in working with Housing Associations, Local Authorities, ALMOs, TMOs, private sector consultants, developers and contractors which supply the sector, and private development arms of local authorities. We also have experience of working with large multi-national organisations through to small charities.

    To find out more about our recruitment consultancy services get in contact: call 023 8000 1153 or email info@oceanedge.biz.

  5. How to beat your competitors and hire the top talent

    Every employer wants to attract the top talent, especially for positions that are critical to the company’s performance.

    The high-performing professionals know how in-demand they are and if you don’t market yourself properly as an employer, you might lose your dream employee to a competitor.

    One mistake that a lot of employers make is thinking about employees as being a resource. You’re trying to secure talented people to excel in your business and drive it forwards – not fill up your tank to just keep things ticking over.

    Of course, the recruitment techniques used make a huge difference when trying to attract talented individuals to work at your organisation. Ocean Edge uses multiple ways, including headhunting, to find the right calibre of applicant.

    But there are lots of ways you can support the recruitment process. Here’s our guide on how to attract employees to your company who’ll help you compete within your market.

    Differentiate your company from your competitors

    Show the top talent how joining your organisation can help them achieve their career goals. Communicate what we all want in a new job – clarity about the company’s vision and goals, a shared conviction that what the company is doing matters and how they can contribute, and that there are opportunities for career development and personal growth. How are you unique and why should they work for you?

    Future path

    Be clear about what you want to achieve as a company and what part the post holder will take in moving the business forward. Candidates want to see what a company’s goals are and see how they fit into that plan and how the company fits into their career development.

    Be flexible

    Employees look for companies where work pressure doesn’t impact their personal life. We’re moving into an era where the ‘traditional’ office environment is (arguably) no longer viable. Show potential recruits that you value work-life balance, flexible working and individuality.

    People first

    Foster a workplace that empowers and thrives on trust and respect, led by effective and positive managers. When you care about your employees, they’ll care more for one another, your customers and the community in which they work.

    Add perks

    Think about how attractive your offer of employment actually is and what do they get after they have accepted the job? Offer a reward scheme with desirable prizes such as gift cards, cinema tickets, extra holiday days and even exotic holiday packages.

    Can you subsidise transport into work, offer free coffee and snacks on the premises and provide family days?

    The work environment is also important; a pleasant and well-maintained office adds positivity and greater energy.

    Invest in education

    Top-tier individuals often see learning opportunities as being important. It enhances their performance, career development and personal growth. Tailoring learning initiatives hone their abilities to enhance your company’s performance, and it makes them feel more valued and it increases their loyalty if other firms come knocking.

    Understand your reputation

    Your organisation’s reputation forms a key part of the candidate’s decision-making. It starts with brand awareness – I haven’t heard of this company before or they’re really strong in my field and I’ve heard they’re really good to work for. It ends with the candidate having enough confidence in you as a brand to accept your offer of employment, and if they decide to move on – you also need them to leave your company singing your praises.

    Brand ambassadors

    Employee referral programmes are an effective way to hire promising candidates and also make your current employees feel valued. Use your own employees as brand ambassadors; who’ll effectively endorse you as an employer and provide genuine insight into what it’s like to work for you.

    You could also bring your employees directly into the recruitment process by educating them about the talent the organisation is searching for, and how to make a positive introduction should they meet a potential recruit whose skills and experience is a great fit. This initiative can be incentivised by a reward scheme.


    Find out more about how Ocean Edge can help you recruit the best candidates to your team.