Essential tips for hiring digital talent

Written by Dan Grim - 25 Jun 2019

In the second of our blogs to support the launch of our whitepaper, 'A guide to in-housing and creating a digital centre of excellence', we've got the view of Dan Grim, our Head of In-housing Talent Acquisition, on the essential housekeeping that needs to be done prior to building a in-house digital team.

In case you missed out, here's a rundown of what our series of initial in-housing thinking covers:

Part one: For digital teams, it's about time - where we explore: 

  • Why ignoring time usage within a team is dangerous
  • Doing the right work
  • Understanding where time is spent
  • Team efficiency
  • How digital team's approach work

Three essential tips for hiring digital talent

What I'm about to say might surprise many of you, but you would be shocked at the number of businesses and organisations who are looking to recruit in-house digital talent who have not got their house in order when it comes to demonstrating to future employees that their work environment is 'the place to be'.

It's fair to say, digital businesses have changed the culture of working. Think top tech companies like Facebook and Google, and think incredibly funky offices and workspaces. Co-working hubs are often pretty cool working environments that drives creative thinking, typically in an environment that is digital first.

Think of a digital agency: you won't see many of the old old-school shirt and tie brigade in our industry. A great example of this is the summer. In an digital agency, you're more likely to see many of the team looking more like they're just about to board a flight to Ibiza, rather then looking like they are getting set for a day in the office. That is the way of the world in digital and future employees like that kind of flexibility in the workplace.

Making your organisation a magnet for the digital crowd

So, let's look at the elements you simply must have in place, what are you missing in order to make your organisation a place where someone wants to work. Here are the three key digital properties you must absolutely have up to date in order to appeal to future employees.

Tip #1 - Keeping LinkedIn up to date at all times

For many, LinkedIn is the first port of the call when coming across a business to find out what it is like. In this instance the organisation's client page is the 'go-to' destination for talent looking to know more about your organisation, therefore, for businesses and organisations, keeping the primary page up to date is essential. 

LinkedIn is more than just an overview page of an organisation, the platform offers two unique features for future employees to dive deeper, coming in the form of:

  • Employees looking at people who might be doing the interview
  • Career prospects

The latter of the two can be explained in a bit more detail. For candidates looking to know what career progression there is, all they need do is look at the current team members and look at how often their job roles have changed and how long they have been with their current employers.

Therefore, if there is a culture where team members do have opportunities to further their career, it is really important for employers to ensure their team members are updating their profiles on a regular basis. 

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Tip #2 - Ensuring your website contains key information

Once a candidate knows who the potential employer is, it's highly likely the next stop is going to be the company website. When a candidate visits your website, they will expect to see the following:

  • Careers section
  • List of benefits
  • Day in the life (top top content)
  • Who the owners/founders are
  • Business timeline
  • Career progression
  • Company values
  • Company vision
  • A strong idea of the business culture

You can use the list above as the base checklist of what should be in place.

New Day show how to do it

A great example of how a business is talking to potential new recruits is NewDay. The consumer credit product supplier has recently updated their website to include a 'Working at NewDay' section. This comprehensive area of the website provides a brilliant overview of the organisation and includes a clear overview of:

  • Employee benefits
  • What it's like to work there
  • Office locations
  • Latest news and vacancies on LinkedIn
  • Career questionnaire
  • Job role assessment process

Working at New Day

This excellent content hub is really well thought out and provides potential new employees with lots of information about the organisation. From an employee perspective looking to understand how an employer will support their career growth and working life, the information NewDay has put together really puts them in a great position to ensure top-quality recruits are getting in touch with them.  

We absolutely recommend having a look at the NewDay content. It's a great example of what organisations need to do to appeal to people in a fiercely competitive candidate pool.

Tip #3 - Remember that Glassdoor is a transparent and revealing destination for future employees

Glassdoor is often one of the locations future employees look at when gauging whether an organisation should be placed on their shortlist of potential employers.  

For those who have not come across the website before, it's where current and former employees anonymously review companies and their management. The platform makes it very easy for future employees to have a look at what others think of working for the business.

What if we only have poor reviews on Glassdoor?

If a company has poor reviews on Glassdoor, then it is an issue that needs to be addressed. The first thing to remember is, no company is perfect. Future employees expect a few disgruntled ex-employees to post bad reviews. It may be that the poor reviews are unfair. If this is the case, employers can ask current employees to add an honest review. As stronger (and more favourable) reviews are added, they will be positive and provide a balanced insight into working at the company for future employees.

As well as an overall overview of the business, Glassdoor also allows its users to see:

  • Reviews of the business
  • Current available job roles
  • Typical salary brackets
  • Whether they would recommend to a friend
  • CEO approval rating
  • CEO name
  • Others experiences of interviews
  • Benefits packages
  • Photos of the workplace

For example, if your organisation is being compared to others, make sure company benefits are up to date and have been verified on the website, amongst others, Glassdoor users can see what is offered for:

  1. Insurance
  2. Health and wellness
  3. Financial and retirement
  4. Family and parenting
  5. Holidays and time off
  6. Perks and benefits
  7. Professional support

Remember that for many, working in digital is about lifestyle as it is career. Things like flexible working, working from home, family medical leave, and sabbatical time off can be as equally rewarding to some as the monthly pay packet.

What are the key learnings?

If you are looking to recruit talent to build a digital team, then it is essential that your organisation is doing all it can to ensure that talent is looking at putting you at the top of their list as a potential employer. If you need help with any of the above, then don't hesitate to get in contact with us by calling 01903 285900.

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