How the Employee Rights Act will impact seasonal hiring

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Hi everyone. Um,

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I can’t help but laugh at some of the situations that I find myself in, um,

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doing this webinar with you all dressed as Santa in

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the middle of August. Um, it’s quite warm. Um,

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but thank you.

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Welcome to today’s webinar on the 12 steps of seasonal

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hiring. There’s me chilling on the beach. Um,

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unfortunately I’m not on the beach. I’m actually, um,

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I’m actually presenting this from home for the first time.

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Usually I’ll be in the office for a, for our webinars. Um, but I’m, uh,

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I’m from home.

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I’m probably gonna have to start belaying this slowly throughout this webinar

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because we are not even a minute in and I’m feeling quite

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hot, so we’ll, uh, we’ll see how we get on. But, um, look,

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these webinars are, are, are hopefully a good source of information for you all,

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but I also want ’em to be a little bit of fun as well.

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Sometimes I think the world of HR can be a little bit,

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a little bit serious and we want to try and make sure we’re all enjoying

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ourselves while we do it. Um, so yes,

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welcome to the 12 steps of seasonal hiring on this week’s webinar Wednesday.

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My name is Tim Clifford. Um, if you don’t know me by now, I,

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moving forward, I’m gonna be hosting all of Telus’s webinars. So, um,

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we used to alternate between a few of us,

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but now I’m gonna be doing all of them as Telus’s. Um, new evangelist here. So,

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and please do go and add me on LinkedIn. Um,

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I’ll give you a couple of seconds to go and type, type me in now, to be fair,

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I usually try and add everybody who attends,

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unless the webinar attendee list is in the hundreds,

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that would probably take me hours. Um, but please do go and add me. Um,

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a lot of you are really good at messaging me to let me know what you thought

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about the webinar ideas for upcoming topics. I love your feedback.

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Um, I also share a lot more content on my social media page,

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um, to do with task to do with recruitment in general, HR trends. Um,

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also we do,

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we’ve got some exciting news about some upcoming workshops that we’re gonna be

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doing in person. So yeah, please go and add me on LinkedIn.

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In terms of what we’re gonna be going through today,

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we’re gonna be looking at how to get the, you know,

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an approach on the run up to Christmas and get ahead of the game. Um,

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it’s worth noting seasonal hiring isn’t just about Christmas though.

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It’s also about on the run up to summer. Um, I’m a big lover of festivals.

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I go to Glastonbury every single year that I can get tickets. Um,

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and when you think about festival work and you go on the run up to festival

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season, the amount of people who are doing seasonal hiring on the run up to,

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to those sorts of events.

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And it’s not just about Christmas as much as I might be dressed up as Santa. Um,

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we’re gonna look at what the 12 steps are in terms of seasonal hiring,

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how to prepare yourself, make sure you’re going to get the, you know,

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the most amount of applications, good quality candidates,

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getting candidates through quickly, um, how to prepare for success.

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Then we’ll go through some of your questions at the end,

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which could be quite interesting. Um,

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and before someone asks, yes, it’s, it is a million degrees in this suit,

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who will tell us? So, um, if you don’t know,

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but most of you should know who we are by now, but for those who don’t, um,

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tell uss or an organization who help companies like you with their

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recruitment, with their employee engagement and to attract new talent.

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And the three ways that we’ll go about doing this are first of all our

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multi-award winning applicant tracking system. Many of you on the, uh,

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on the webinar will be customers who actively use this. Um,

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it’s an amazing bit of kit, really good for reducing your time to hire,

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which is very important in today’s market, um,

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but also improving the general candidate experience and just making your lives

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easier. Um, little bit of that keeps coming into my, uh, line of sight.

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Um, yeah,

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so it’s a really good way to improve your life in terms of recruitment,

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reducing admin, et cetera, et cetera. We’ve also got telos engage,

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which again is another bit of tech,

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but more to deal with your existing members of staff. So again,

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it’s becoming my motto on these webinars.

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It is cheaper to retain the staff you’ve got and go and find new ones.

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Engagement is a great way to work with your employees, engage with them,

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give them a sense of voice and make sure you can improve retention.

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Last but not least, um,

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tell us are the largest recruitment media purchaser in the uk.

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What does that mean?

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If you are looking to purchase job board credits for the likes of indie Total

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Jobs CV library, so on and so forth, uh, you can,

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instead of having to go to all of those places individually, you can come to us,

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we’ll get you all of the credits at a much more preferred rate than you would go

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in direct and help you build that campaign. So that’s what we do.

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Let’s get started on how to steal the March on Christmas.

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So 1.187 million vacancies in the three months leading up to Christmas

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last year.

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So there’s a big spike in terms of people looking to recruit on the run up to

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Christmas. What is the main thing people do wrong? Um, they wait too long.

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They wait and before they know it,

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they are struggling to find staff and they haven’t put adequate plan in place.

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If you are on last week’s webinar, um,

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I definitely encourage you to go and watch it.

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The first stage of any recruitment, um, drive is to plan, plan ahead.

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Don’t be last minute.

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It’s not a luxury you can afford to be in in the ho especially if you’re in the

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hospitality sector, which I’d imagine a lot of seasonal recruitment is. Um,

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can’t afford to be waiting around. People get snapped up very quickly,

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especially the likes of students and things like that.

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So make sure you’re planning ahead,

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you’re thinking about how you’re gonna go about doing it.

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You also think about how you can get ahead of your competition.

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Obviously it creeps up on us every year. Suddenly we’re all sat there going,

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oh my god, how is it Christmas? Um,

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but your competitors may be sleeping on it. They may be ahead of the curve.

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You need to make sure that you are ahead of your competitors.

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You need to make sure that you are getting the best quality candidates in the

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market. You’re getting the highest volume of candidates.

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We’re gonna talk about different ways you can utilize things like talent pools,

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making sure you’ve got more time to bring staff up to speed. Um,

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but it is all about time. I think with this,

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it’s all about reducing your time to hire, getting people through the door,

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utilizing things like talent pools.

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The strongest candidates don’t stay on the market along the best way.

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The best of them are snapped up within 10 days of becoming available. Very,

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very common. So

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first things first before I jump into the 12 steps. Um,

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I’ve been promoting these a lot more on our webinars recently,

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and the reason for that is because we’ve been getting feedback from you that

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these are really, really valuable.

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It is a completely complimentary recruitment review.

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So I’m gonna put on your screen.

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Last week I had a bit of a nightmare doing this,

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so I’m actually gonna make sure I do launch this this time.

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So you should see a poll on your screen now. Um,

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it is a completely complimentary recruitment review and essentially what we’ll

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do is it might be myself,

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it might be one of my colleagues will spend half an hour with you just on teams,

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just going through your recruitment process. So you tell us what,

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what the current process is, tell us what’s working, what perhaps isn’t working,

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and we’ll spend some time with you going through ways you could improve,

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how you can reduce your time to hire potential job boards you could be using.

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It could be a case that you’re doing an amazing job,

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but we can actually just save you a load of money on your advertising spend.

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Great. That’s a step in the right direction.

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It might be that you have no idea where to post.

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You’re taking far too long to bring candidates through the door.

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You’re not attracting good quality candidates, whatever it might be.

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If you’re on this call now, I’d,

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I’d be very surprised if you think your process is perfect,

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if it is good on you.

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But I think this is a really good way for us to engage with you and look at how

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we can potentially help you improve your recruitment processes. So, um,

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like I said, they’re completely complimentary. Click on the, uh,

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it should say yes or no,

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whether you would like a complimentary recruitment review. Um,

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and we’ll be in touch, fingers crossed later on today, if not tomorrow,

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to get those booked in with you so we can start looking at your recruitment

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process. So,

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double checking that has been on the screen while I’ve been talking.

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’cause last week it wasn’t happy days. So moving on,

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I keep finding loads of strange little white hairs all over the place.

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I’m gonna have to, uh, awkwardly explain to my, uh,

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my girlfriend why there are strange white hairs all over the, uh,

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all over the house when she gets home from work later. Um,

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12 steps of seasonal hiring. So let’s crack on. Number one.

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Make seasonal, prior seasonal hiring a priority.

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People wait too long and I think the best thing to do is go right.

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We need to bring people through the door now.

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And that’s where you need to start thinking about the plan.

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You need to start thinking about, well,

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how are we gonna bring people through the door?

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29% of new hires felt prepared and supported to do their jobs after their

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onboarding experience.

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If you aren’t leaving enough time to do that onboarding experience,

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they’re not gonna be prepared for the role. They’re,

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they’re not gonna come back next season.

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I don’t wanna spoil too much of my content that I’ve got coming up,

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but you need to think about how we can start, hit the ground running,

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revisit last year’s shortlist. Who last year did we bring in?

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Who was Unsu successful? Who was good candidates, but we potentially,

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I don’t know, they couldn’t come on board ’cause they got post early.

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This is where you can utilize talent pools, which we’ll come onto,

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but tap into those people. Use your employees.

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If you’ve not got a referral scheme in place, get one. Your,

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your employees are your biggest advocates of your company.

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It’s a free resource as well, minus the small referral.

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It’s a a cheap way of getting people on board.

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You’ll also find that your employees will recommend good quality employees.

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They don’t wanna recommend rubbish.

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So it’s a really good way of attracting good quality candidates and fast as

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well.

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You tend to find the time to hire with referral candidates is a lot shorter. Um,

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utilize video interviewing tech.

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It’s much quicker and and more straightforward to get people through the door if

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you can interview them online. Use,

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if you’ve got an a t s if you’re one of our a s users,

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you’ve got the video screening module embedded in your account,

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but do video interviews, it’s much faster, it’s much more, um,

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convenient for everybody and you tend to find with seasonal staff,

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it’s usually a lot more low skill, low payrolls.

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So there isn’t any need to do in person interviews.

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This straight hair is really starting to bug me.

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It’s been a while since I lost my hair.

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I’ve started shaving my head and I haven’t missed having hair coming into my

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face. Um, undertake pre-board checking while you are recruiting.

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So once you’ve found somebody who looks like they could be a suitable fit,

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start your pre-boarding, start your onboarding checks.

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Don’t wait until they’ve come through the door because the worst thing you can

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do is bring someone on board. Have them start on a week in,

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you find out that they’re not eligible to work in the uk. Something like that.

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It, it’s an absolute nightmare. People make the mistake too frequently.

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Don’t be one of those people. Uh, map out your onboarding process, plan it.

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Make sure you know who’s coming, when they’re coming,

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what they’re gonna be doing on what day, who’s gonna train who.

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It’s really important that you have that in place. Do not just wing it.

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It’ll be an absolute nightmare. Trust me,

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I’ve spoke with so many organizations who have completely messed up their

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onboarding. It leaves a salad taste in the mouth of the candidate.

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They think they’ve made the wrong decision. Next thing you know, they’ve left.

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So yeah, make sure it’s a priority. Make sure you are planning.

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Do backwards planning. So this is step number two of the 12 steps.

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Think about when you need them to be on board and go back from there. So think,

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find the start date. This is when we need people to be in and work backwards.

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Think about how long is it gonna take to train them.

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That’s probably gonna be the last thing they’re gonna do in terms of the

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recruitment process. So how long do we need to train them work back?

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Then think about if we do need to do pre-boarding checks.

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Think about if they’re gonna have notice periods they’re gonna need to work

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through. How long is it gonna take you to get through the interviews?

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How long do we think we should leave the advert up to get the right amount of

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candidates we need to make sure we’re leaving ourselves Plenty of time.

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You may think you’ve got time, but if you do a backwards plan,

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you will tend to find that it,

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you will need a lot more time than you originally anticipated.

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On average 270 views of your job advert required to get one hire.

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Make sure you leave the advert or for plenty of time to make sure you’re getting

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those views.

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Make sure you’re advertising in the right places so that candidates are going to

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see that content. So plan backwards. Really good way to think about doing it.

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Step number three is to analyze and it’s one of the key to successes in

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any recruitment campaign.

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You need to make sure that you’re assessing what worked last time,

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last time we recruited for this role or in last season’s summer recruitment or

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Christmas recruitment, whatever it is, what worked then, what didn’t work?

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Let’s make sure we don’t do that. A lot of this will come down to your planning.

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Sorry, I’m gonna start moving this beard down. Uh,

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a lot of this is gonna come down to your planning.

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So you need to make sure you’ve got technology in place to go, well,

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where did our successful candidates come from last time?

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What was our average time to recruit last time?

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Did we have any candidates who had issues in the onboarding phase?

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You need to make sure you’re analyzing this.

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Make sure you’re prepared well in time. Did you leave it too late last time?

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Let’s not make the mistake again. Make sure that you’ve got everything in place.

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Everything’s planned.

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And think about what’s maybe gonna be different this year in terms of how are we

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gonna stand out as, as a, as an employer,

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how are we gonna stand out from our competition?

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How are we gonna maybe look for different types of candidates?

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Maybe last year your Christmas and summer recruits weren’t the best.

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How are we gonna avoid that this time? A lot of it does come down to planning,

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but this is what we need to make sure we’re thinking about. Analyze,

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make sure that we’re working in that general direction to success.

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Number four, don’t forget it’s still a candidate led market.

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So we are still in a position where candidates have the power.

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There are more jobs out there than there are candidates. Um,

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you probably all know that I’m probably preaching to the choir because it’s very

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hard to go and find good quality candidates out there.

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75, 70 5% of job seekers are reacher researching brand before applying for jobs.

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70% of job seekers will use Facebook and Twitter to research company before

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applying 34% increase in applications and companies include video in their

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application status.

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These stats tell us that candidates are being a little bit more picky and it’s

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because they can.

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And it’s because there are plenty of jobs out there and also everybody is trying

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to improve their appeal as a company. Pay is a lot better. People,

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the main reason people looking to move roles at the minute,

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it’s ’cause of the cost of living crisis.

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So companies are increasing their salary, but it’s not just about salary.

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People wanna make sure that they’ve got an amazing benefits package.

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They wanna make sure they’ve got flexible working hybrid working.

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People are gonna research you on Glassdoor. Candidates can’t afford to be picky.

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So you need to think outside the box. Look at what your competitors are doing.

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Just go on their job adverts and have a look at the sort of packages that

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they’re offering. What is your E V P?

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Why would someone want to come and work for us? E V P,

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employee value proposition. If you didn’t know, um,

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how can we make sure that we are accommodating, flexible and hybrid working?

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How can we make sure that our package represents who we are?

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We’ll talk about E V P a little bit more,

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but you need to start thinking about these things. What’s gonna set you aside?

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It’s a candidate led market.

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How are we going to attract people into the organization?

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Time to start is now. You’ve already done everything. We’re step five,

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you’ve already planned.

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You need to start thinking about how we’re gonna get people through the door.

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42 days is the current average recruitment process.

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I personally think that’s a little bit too long. I i in current market,

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you need to be getting people through the door,

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at least the first days interview within,

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I’d say within three weeks of posting your job Vacancy depends how long you’re

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wanting to leave. It depends obviously if you actually get people applying,

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but you need to start thinking ahead of your competitors. Be ahead of the curve.

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Use your talent pool now’s when your talent pool will be at its strongest

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because this is when people will be starting to think whether it’s students,

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whether it’s other people looking for seasonal work.

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Now’s the time they’re gonna be thinking about,

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well what am I gonna be doing on the Ronald’s Christmas?

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How am I gonna pay for that skiing holiday in March?

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These are the people who you need to be starting to think about.

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You need to be starting to reach out to think about how long you need to train

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them, get them through the door sooner rather than later. I remember I, um,

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worked for a a supermarket chain who will rename nameless.

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I worked in the coffee shop that they had. Um, and I was doing seasonal work.

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It was when I was gonna be um,

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on the kind of Christmas break when I was at university. Um,

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and they had me working. It was about now I remember on the run up to Christmas,

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I was like, well what can you start now? They just wanted me on weekend shifts.

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Um, and I was like, yeah, do you know what I can do Weekend shifts.

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I was only at university three days a week and I was being trained so that when

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it came to the busy period, I knew that cafe like the back of my hand.

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This is the kind of thing you need to be thinking about so high and now give

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them plenty of time to settle that way. When it does come to the busy period,

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you’re not stuck with a load of staff who have barely been trained,

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don’t know what they’re doing. This is what you need to start thinking about.

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Number six, the importance of your employer. Brand mentioned this earlier.

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You need to make sure you know what’s gonna help you stand out.

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Make sure your job ads have got the character of the organization embedded in

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them.

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88% of employees believe a distinct workplace culture is important to business

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success.

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Your culture is defined by what you make it and you need to make sure that

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you’re shouting about this on job ads on your career site.

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You need to have a careers page going back. I’m not gonna flick back,

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going back to those stats on how many people, I think 73,

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if my memory’s correct,

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percent of candidates are gonna gonna go and research your organization.

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Think about what it says about you.

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If you don’t even have a careers page dedicated to them,

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you need to make sure that you’re investing in it with life into the recruitment

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campaign.

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You will attract a lot more better quality candidates who are looking to

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identify with you as a brand as opposed to just get a quick bit of money and do

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the bare minimum to get back.

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These are the kind of things you need to be thinking about. Number seven,

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more than halfway through Now, utilize your employee networks.

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Your employees are your biggest advocates.

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You need to boost up with referral schemes. You see that according to basto.

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Employee referrals can boost job matching from 2.6%. 6.6.

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You will get better quality candidates through referral schemes.

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They’ll come through the job, they’ll come through the doors a lot quicker.

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You’ll get them onboarded a lot quicker.

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It’s a much better experience if someone comes through a referral as well

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because they probably already know a bit about your organization.

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But also they already know someone who works there.

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They already know what’s expected about them. It massively boosts retention.

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People are much more likely to stick around if they come via a referral ’cause

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they don’t wanna leave before that six month period when that person’s referral

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is payable.

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People usually will only pay out once a couple once somebody’s been there for

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six months. Tend to stick around for that length of time.

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So employee referrals are a really good way of getting people through the door.

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You’ll also find as well, and this is really important,

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it’s much easier or it’s much easier to tempt people.

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You’ve got passive job seekers,

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people who are probably quite happy in the job that they’re in,

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but they’re just getting by. They’re passive. They could be swayed.

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Employee referrals are the best way to get those candidates.

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They also tend to be the better quality candidates because they’re in a good

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job. They’re landing in a good role. So yeah, think about referrals.

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Think about how you can bring that into your, uh, workplace. Again,

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if you don’t have a referral scheme in place, reach out to us.

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We can give you some hints and tips of what our customers currently do,

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et cetera. Um, so yeah, reach out. Let’s take a breath. It’s,

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it’s so hot in this I can’t begin to explain. Um,

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but I don’t wanna take the hat off ’cause I feel that’ll ruin the, uh,

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ruin the vibe. Um,

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number eight employees make the best recruiters going off the back of what we’ve

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just said. These are the people who will go out and find you new candidates.

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Now, it may not be just from a referral scheme.

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What I’m getting at here is you can utilize their network.

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LinkedIn’s an amazing powerful tool.

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Your network on LinkedIn will mostly consist of maybe some

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customers,

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but probably your current employees and previous employees who just haven’t

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updated their work or still follow the page.

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Your employee’s network will mostly be filled with previous colleagues,

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their friends, family, other people in their network.

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They’re a much better place to be posting roles because more people are going to

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see them. So make sure that they’re going online, promoting you on LinkedIn.

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Make sure they’re talking about what an amazing place it is to work.

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If you follow me on LinkedIn,

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you’ll probably see that I’m always talking about going home early on Fridays.

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Um, we, we for a second year in a row being, um, as an,

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as an employer of choice.

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And one of the benefits that we get is we’re able to go home early on a Friday.

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Um, and we’re always posting about it online.

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So the point where people will come and ask me, do you ever do any work? Um,

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your place looks like a really great place to come and work.

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People actively ask me, friends, former, my colleagues.

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It’s a really good way to bring new people in just by getting your employees to

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go and shout about it.

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So make sure you’re utilizing those tools because I’ve become an an,

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an advocate of people coming and working for Telus. Your employees could be too.

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I’ve briefly mentioned talent pool before. Um, if you don’t have a talent pool,

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you’re crazy get one. Um, I understand if you’re doing things manually,

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it is really hard.

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But the general message there is don’t do things manually using a T Ss. Um,

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but talent pool is a really good way to engage with the candidates from the

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previous recruitment drive. People who’ve already engaged with you as a brand.

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People who maybe weren’t successful last time.

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Maybe you just took surplus to requirements.

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It’s a really good way of tapping into a,

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a database of people who’ve already engaged with you.

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You already know who you are. It’s also free. You don’t have to pay to post.

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You can reach out to them again, if you’re using the right tech,

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you can reach out to them in mass.

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Let them know you’ve got more roles coming up.

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They’ll be much more suitable candidates than someone coming completely out the

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blue. You’ll probably pre-screen them already,

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otherwise they wouldn’t be in your talent pool.

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So you already know how good they are.

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It really increases the candidate experience as well.

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If somebody’s reaching out to you and say, look, we remember you from last year.

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You did a great job. We really wanna work with you again.

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These are the kind of people you wanna be working with.

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So enhance your talent pool. Number 10.

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Utilize tech. I’ve just said it, I’m gonna say it again. Um, if you,

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if you don’t have an a t s your job is going to be a lot harder.

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Your time to hire is gonna be a lot longer.

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You’re not gonna have talent pool functionality.

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You’re not gonna have as good video tech. You’re not gonna have a multi poster.

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I don’t wanna turn this into an advert for, for Talos.

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I’m aware a lot of you on this, on this call will already be using telos. Um,

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those of you who aren’t,

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I think there’s a slide coming up in a bit where you can request a demo. Um,

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but every second counts, especially with seasonal hiring.

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It is really important to get people through the door.

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This is where you need to try and think about how you can quickly get people

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through one quick applications.

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Make sure you’re utilizing job boards that enable that.

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Make sure that your application forms online aren’t too long.

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They need to be snappy to the point, asking the right questions.

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Technology will allow you to have killer questions.

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If somebody doesn’t have the right experience,

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they don’t have the right qualification,

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they haven’t had a certain background check, they won’t even be considered.

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They won’t fall into your pot of people to contact ’cause they’ll be

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automatically rejected for you.

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This is how we can speed up the process of recruiting people.

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Use video technology, get people through the door, keep engaged with them.

439
00:23:37.000 –> 00:23:39.980
Use automatic S m Ss communication email templates.

440
00:23:40.710 –> 00:23:45.300
Technology is our best friend. AI is a massive popular topic at the minute.

441
00:23:45.500 –> 00:23:49.600
I’m got multiple, we’ve already done a webinar on it. We’ve got a, uh,

442
00:23:49.880 –> 00:23:51.520
I think we’ve, we’ve done a social sit down on it.

443
00:23:51.560 –> 00:23:53.200
I think we’ve got more webinars coming up on it.

444
00:23:53.500 –> 00:23:57.430
And it is a very popular topic between you and me.

445
00:23:58.410 –> 00:24:00.870
AI and recruitment, it’s already kind of been here for a while,

446
00:24:01.200 –> 00:24:04.670
isn’t quite AI in my opinion. Um,

447
00:24:05.130 –> 00:24:08.310
but it is automation. It’s a massive, massive factor.

448
00:24:08.690 –> 00:24:12.440
It will reduce your time to higher use. Tech makes everybody’s life easier.

449
00:24:12.630 –> 00:24:16.450
It’s taken over the world not to scare anybody. Number 11,

450
00:24:17.070 –> 00:24:20.730
can you offer better perks? We mentioned benefits packages earlier.

451
00:24:20.750 –> 00:24:23.770
People are thinking more about them now. Um,

452
00:24:24.200 –> 00:24:27.330
your benefits package might need a look at. Um,

453
00:24:27.510 –> 00:24:32.450
we found that people care about very different perks now than they did sort of

454
00:24:32.470 –> 00:24:33.730
pre pandemic especially.

455
00:24:34.190 –> 00:24:37.570
You should be doing regular and constant reviews of your perks. Um,

456
00:24:37.790 –> 00:24:42.170
if you are engaging actively with your workforce, then you will be,

457
00:24:42.410 –> 00:24:45.250
you’ll know what they like and what they don’t like or what they want and don’t

458
00:24:45.250 –> 00:24:49.650
want. I should probably say. Um, regular engagement. What do you like this perk?

459
00:24:49.670 –> 00:24:50.850
Do you not like this perk? You’ll,

460
00:24:50.940 –> 00:24:53.850
it’ll save you from wasting money on perks people don’t care about,

461
00:24:54.030 –> 00:24:57.290
but it’ll also mean you’ll offer really good differentiators that’ll help you

462
00:24:57.380 –> 00:25:02.260
stand out from your competitors. So yeah,

463
00:25:03.020 –> 00:25:05.320
review your perks. Think about what you could be offering.

464
00:25:05.990 –> 00:25:08.720
It’s a really worthy investment because it could be the difference between

465
00:25:08.720 –> 00:25:10.560
someone joining you and someone joining a competitor.

466
00:25:10.940 –> 00:25:13.520
So you need to make sure that you’re engaging with your staff and asking them

467
00:25:13.520 –> 00:25:17.530
what perks they like. Successful business number 12, sorry,

468
00:25:18.110 –> 00:25:21.410
number 12 should have been the big and finally number 12 and I’ve just

469
00:25:21.410 –> 00:25:24.050
completely ruined it. Um, finally, number 12,

470
00:25:24.650 –> 00:25:28.010
A successful business should always be on the lookout for talent. Um,

471
00:25:28.770 –> 00:25:33.030
the last message is really this shouldn’t be something that you’re only just

472
00:25:33.030 –> 00:25:35.710
picking up now. You should always be thinking about it.

473
00:25:35.710 –> 00:25:37.310
Recruitment is a constant game.

474
00:25:37.370 –> 00:25:40.550
You need to make sure that you are always looking for new talent.

475
00:25:40.570 –> 00:25:44.230
You’ve always got yourself in the market, your brands all over the place,

476
00:25:44.490 –> 00:25:46.990
et cetera, et cetera. Um, but yeah,

477
00:25:47.010 –> 00:25:49.870
you need to think about how you can potentially improve people,

478
00:25:50.210 –> 00:25:51.710
how you can get them coming back.

479
00:25:52.290 –> 00:25:54.750
So how do we get people back from the previous, um,

480
00:25:55.330 –> 00:25:59.350
the previous recruitment drive? If it is seasonal, hold regular reviews.

481
00:25:59.440 –> 00:26:01.670
Offer training and support. Keep people engaged.

482
00:26:01.670 –> 00:26:05.070
People want more than just a paycheck nowadays. You need,

483
00:26:05.070 –> 00:26:08.270
they want career opportunities. If you’re working with students, okay,

484
00:26:08.270 –> 00:26:10.670
they might have another two years left on their uh, degree,

485
00:26:11.170 –> 00:26:13.070
but when they finish the first place,

486
00:26:13.070 –> 00:26:15.950
they might think about a career might be the place that they did part-time.

487
00:26:16.180 –> 00:26:17.470
When I finished my degree,

488
00:26:18.150 –> 00:26:22.350
I carried on working with my employer who I’d been working part-time with just

489
00:26:22.350 –> 00:26:25.710
on weekends for another year. I just picked up more hours.

490
00:26:26.630 –> 00:26:29.210
Now that was mainly because I probably wasn’t ready to go into the,

491
00:26:29.210 –> 00:26:32.050
into the real world and get a big boy job. Um,

492
00:26:32.430 –> 00:26:37.410
but that company made me feel so welcomed and the benefits were great and I

493
00:26:37.410 –> 00:26:39.730
loved everyone I worked with. There was regular reviews.

494
00:26:40.130 –> 00:26:41.770
I saw a career opportunity there.

495
00:26:42.290 –> 00:26:45.280
I didn’t stay there in the end because a better opportunity came about,

496
00:26:45.940 –> 00:26:47.750
but it was there.

497
00:26:47.750 –> 00:26:50.510
And this is the thought and this is where we need to make sure that we’re always

498
00:26:50.750 –> 00:26:54.470
engaging with our staff. We’re giving them the best opportunity for success.

499
00:26:56.030 –> 00:26:59.010
On that note, um, I mentioned engagement with employees.

500
00:26:59.290 –> 00:27:02.490
I mentioned Halas engage very early on at the beginning of this presentation.

501
00:27:02.990 –> 00:27:03.660
Um,

502
00:27:03.660 –> 00:27:07.170
Telus Engage is an amazing platform to engage with your staffs in the job title

503
00:27:07.510 –> 00:27:10.450
I’m gonna put up on screen now, if you would like a review, um,

504
00:27:10.450 –> 00:27:14.570
if you would like a completely complimentary demonstration of Tell us Engage

505
00:27:14.710 –> 00:27:19.210
should be on your screen now. Now it’s a really good way to work out. Well,

506
00:27:19.210 –> 00:27:22.770
what do our employees like about working here? It’s all gamified as well.

507
00:27:22.790 –> 00:27:26.450
So you’ll find much better interaction with it. More importantly,

508
00:27:26.450 –> 00:27:29.530
it doesn’t just provide you with the data, it helps you read the data.

509
00:27:29.910 –> 00:27:32.330
So if you do want a demonstration of engage, let me know.

510
00:27:32.640 –> 00:27:36.690
I’ve just been completely distracted because while I’m presenting, um,

511
00:27:36.700 –> 00:27:41.170
using Go Go webinar that we use to do, um, to do these webinars live,

512
00:27:41.590 –> 00:27:44.530
um, I usually can’t see myself. But as I went to go and get,

513
00:27:44.810 –> 00:27:46.610
as I went to go and launch that poll,

514
00:27:47.210 –> 00:27:52.030
I did catch a glimpse of myself and boy, do I look ridiculous? Um,

515
00:27:52.980 –> 00:27:57.960
fix my hair. Um, so yeah, please reach out if you want to look at Engage. Um,

516
00:27:58.140 –> 00:28:01.000
if you aren’t sure if you’re ready for an engagement platform,

517
00:28:01.110 –> 00:28:04.160
just reach out to us anyway in terms of we can help you understand.

518
00:28:04.250 –> 00:28:07.560
Maybe you’re already doing pulse surveys, regular checks with your staff.

519
00:28:07.700 –> 00:28:11.490
You’re not sure what kind of questions to be asking, whereas that, um,

520
00:28:11.660 –> 00:28:15.250
reach out to us there anyway. What a distraction.

521
00:28:15.250 –> 00:28:19.210
A Santa suit can be getting prepared for success.

522
00:28:19.510 –> 00:28:22.330
So don’t forget, this is a bit more of a kind of summary.

523
00:28:22.840 –> 00:28:26.330
Make sure you’re planning again. It was the first point of last week’s webinar.

524
00:28:26.430 –> 00:28:29.290
If you didn’t watch it, you can go on the website. They’re all recorded. Um,

525
00:28:29.900 –> 00:28:33.050
think about budgets. Where are we gonna post? What time are we gonna post?

526
00:28:33.270 –> 00:28:35.170
How long is it gonna take to bring people through the door?

527
00:28:35.360 –> 00:28:37.010
What sort of candidates are we after?

528
00:28:37.510 –> 00:28:39.090
You need to make sure you’re planning this.

529
00:28:39.190 –> 00:28:43.090
How are we going to determine what is a success and what isn’t? Always track,

530
00:28:43.350 –> 00:28:44.290
always analyze.

531
00:28:44.560 –> 00:28:47.890
It’s really important that we make sure that we analyze and not enough people do

532
00:28:47.890 –> 00:28:50.890
it. Um, you need to make sure you know what’s working and what’s not working.

533
00:28:51.430 –> 00:28:55.570
36% of seasonal applicants hope to turn a seasonal rollings off full-time job.

534
00:28:56.680 –> 00:28:58.560
A lot of people who are gonna be applying for this role,

535
00:28:58.560 –> 00:29:02.960
over a third of them will be thinking about hoping to pick up more hours,

536
00:29:03.030 –> 00:29:03.960
turn it into a career.

537
00:29:04.420 –> 00:29:06.920
So make sure that you’re not just thinking this is a yeah,

538
00:29:06.920 –> 00:29:09.530
come and get ’em through the door. You’re planning it,

539
00:29:09.530 –> 00:29:14.290
you’re thinking about their life beyond this season. Review your talent,

540
00:29:14.680 –> 00:29:15.730
tech tech now,

541
00:29:16.170 –> 00:29:19.690
I wouldn’t be doing a very good job if I didn’t talk about how amazing our

542
00:29:19.690 –> 00:29:24.130
applicant tracking system is. Um, the fact of the matter is, it, is, it,

543
00:29:24.240 –> 00:29:28.890
it’s well not many awards and most of you on this call will already use it. Um,

544
00:29:29.710 –> 00:29:31.810
but I’m gonna say something probably a bit controversial now.

545
00:29:31.960 –> 00:29:36.360
Doesn’t even have to be Telus. Any a t s software will,

546
00:29:36.510 –> 00:29:41.230
will massively improve your process. Now TELUS is one of the best on the market.

547
00:29:41.230 –> 00:29:44.000
And I think the reason why people like TELUS is because we have different

548
00:29:44.000 –> 00:29:46.920
packages. So if you are a small organization sat here now go,

549
00:29:47.180 –> 00:29:49.960
I’d love an a t s team, but we’re never gonna be able to afford it.

550
00:29:50.130 –> 00:29:53.920
We’ve only got a hundred staff. We’ve got smaller packages for you,

551
00:29:54.130 –> 00:29:56.280
which don’t have all the bells and whistles that you’re gonna need.

552
00:29:56.580 –> 00:29:57.413
On the flip side,

553
00:29:57.940 –> 00:30:01.720
we work with huge organizations with tens of thousands of staff with really

554
00:30:01.720 –> 00:30:02.960
complex systems in place.

555
00:30:03.030 –> 00:30:07.710
It’s very bespoke and a t s will give you the functionality to post your jobs in

556
00:30:07.710 –> 00:30:09.030
more places for a start.

557
00:30:09.520 –> 00:30:14.470
It’ll reduce your time to hire massively just by automating your processes.

558
00:30:14.470 –> 00:30:19.310
Tell us will be able to communicate to your candidates automatically ss m s

559
00:30:19.530 –> 00:30:21.870
web, um, email, what have you,

560
00:30:22.120 –> 00:30:25.110
video technology embedded to make sure that you can do your,

561
00:30:25.340 –> 00:30:28.310
your interviews through the system. Automated scoring,

562
00:30:29.470 –> 00:30:32.670
DocuSign integration integration with your HR platform.

563
00:30:33.250 –> 00:30:35.310
We can do DBSs through telos. Now,

564
00:30:36.480 –> 00:30:38.850
75% of recruiters are recruiting,

565
00:30:40.100 –> 00:30:42.150
used recruiting or applicant tracking systems.

566
00:30:42.370 –> 00:30:45.190
94% say it’s positively impacted their hiring process.

567
00:30:45.690 –> 00:30:50.110
94% of people have gone Yeah, this, that, this has really helped us out.

568
00:30:51.070 –> 00:30:54.590
Make sure you’re looking at this. It, it’s technology’s the way to go.

569
00:30:55.680 –> 00:31:00.460
On that note, um, we offer completely complimentary demonstrations of telus.

570
00:31:00.520 –> 00:31:04.020
I’m aware a lot of you may be existing customers already using our applicant

571
00:31:04.140 –> 00:31:07.460
tracking system, in which case you probably don’t need a demo. Um,

572
00:31:07.800 –> 00:31:12.520
if you’re not request a demo, we’ll show you what all the hype’s about.

573
00:31:13.110 –> 00:31:16.920
It’s, it’s, you know, it’s completely complimentary. It’s, there’s no,

574
00:31:17.600 –> 00:31:19.330
there’s no hidden clause behind it.

575
00:31:19.350 –> 00:31:22.730
We just wanna show off is essentially what we want to do. Um,

576
00:31:22.760 –> 00:31:26.010
whether you are thinking about next financial year,

577
00:31:26.660 –> 00:31:28.050
still book a demonstration in.

578
00:31:28.160 –> 00:31:30.570
It’s a really good way to just get an idea of what’s on the market.

579
00:31:30.830 –> 00:31:33.210
You may just not know. You’ve never used an a t s before.

580
00:31:33.800 –> 00:31:36.570
This is a good way to find out. Um, it might not be myself,

581
00:31:36.570 –> 00:31:39.530
might be one of my colleagues, but we’ll, if you do want a demonstration,

582
00:31:39.530 –> 00:31:42.690
we’ll be in touch with you later on today. We’ll get that all booked in for you.

583
00:31:44.220 –> 00:31:47.150
That should be all done. Now, again,

584
00:31:47.150 –> 00:31:51.950
just gotta glimpse into myself in my Santa suit. Um, we’re at the end,

585
00:31:51.960 –> 00:31:56.530
which for me, I’m quite happy about because of how hot I am.

586
00:31:56.870 –> 00:32:00.690
Um, but before we, uh, before we crack on with the rest of our days,

587
00:32:01.110 –> 00:32:04.870
couple of questions, um, have come through.

588
00:32:05.880 –> 00:32:10.230
Every time I use the tech to the side of my screen that helps me engage with you

589
00:32:10.230 –> 00:32:15.070
all, et cetera. Um, I catch a glimpse of myself and it’s just petrifying. Um,

590
00:32:17.090 –> 00:32:19.340
here we go. Question from Sandy.

591
00:32:19.530 –> 00:32:23.290
What perks do you think we should be offering to stay competitive? Um,

592
00:32:24.380 –> 00:32:28.750
medical based, um, benefits have become really, really popular post pandemic.

593
00:32:28.850 –> 00:32:33.630
So, and I think, um, you know, massive shout out to the N H Ss, um,

594
00:32:34.050 –> 00:32:35.270
and what they do for us,

595
00:32:35.290 –> 00:32:38.630
but they’re under a lot of pressure and people are struggling for appointments

596
00:32:38.630 –> 00:32:39.463
and things like that.

597
00:32:39.800 –> 00:32:42.120
A lot of benefits packages help address that and help people.

598
00:32:42.170 –> 00:32:43.840
We’ve got an amazing package, which, um,

599
00:32:44.250 –> 00:32:47.800
which I’m currently sorting my back out. I’ve got back pain. Um,

600
00:32:48.950 –> 00:32:50.940
we’ve got an amazing benefits package and it,

601
00:32:50.970 –> 00:32:55.340
it’s been really well picked up post pandemic. But honestly, Sandeep, the best,

602
00:32:55.480 –> 00:32:58.980
uh, advice I can give you there is ask your staff, ask them.

603
00:32:59.460 –> 00:33:01.180
’cause at the end of the day, they’re the ones who are gonna be using it.

604
00:33:01.520 –> 00:33:04.140
Run an engagement survey, find out what it is that they want.

605
00:33:05.100 –> 00:33:09.750
You’ll have the answer to your question there. Mark, when,

606
00:33:10.840 –> 00:33:14.270
where does Santa advertise his job? Vacancies? Um,

607
00:33:15.310 –> 00:33:20.190
I’d love to be witty enough to come up with some sort of pun about elf

608
00:33:20.190 –> 00:33:24.870
jobs.com. Um, but I’m, I’m not that switched on. Um,

609
00:33:25.610 –> 00:33:27.430
we are finding that the job boards are being,

610
00:33:27.430 –> 00:33:29.430
just to make it a little bit more of a serious question,

611
00:33:29.430 –> 00:33:31.230
we are finding that the job boards, um,

612
00:33:31.690 –> 00:33:35.190
people are surfing for jobs there a a little bit more, um,

613
00:33:35.680 –> 00:33:39.390
which I just called a glimpse of the next question actually,

614
00:33:39.400 –> 00:33:44.260
which funnily enough might lead me onto it. So I thank you for the question. Um,

615
00:33:44.450 –> 00:33:47.560
mark, was it Mark? Thank you, mark. Um,

616
00:33:47.740 –> 00:33:52.360
but the next question might lead me to answer what I was just about to say.

617
00:33:52.860 –> 00:33:56.200
Shauna, I saw you shared something about the end of the great res,

618
00:33:56.340 –> 00:33:59.280
the end of the great resignation on your LinkedIn. First of all, Shauna,

619
00:33:59.280 –> 00:34:03.080
thank you for following my stuff on LinkedIn. Really appreciate it. Um, I did,

620
00:34:03.240 –> 00:34:05.000
I did share something about that. Um,

621
00:34:05.740 –> 00:34:08.640
do you think this will impact the candidate led market you mentioned earlier?

622
00:34:09.060 –> 00:34:12.320
Yes, I do. Um, we’re in a candidate led market.

623
00:34:13.000 –> 00:34:17.400
I think it is starting to not flip, but it’s heading in that direction.

624
00:34:17.900 –> 00:34:18.700
Um,

625
00:34:18.700 –> 00:34:22.160
the great resignation for anyone who doesn’t know was a period of time kind of

626
00:34:22.160 –> 00:34:25.570
post covid where everybody suddenly started leaving their jobs. Um,

627
00:34:26.020 –> 00:34:28.570
which kind of has led to the position that we’re in now.

628
00:34:28.800 –> 00:34:32.930
When people found new jobs, it mean, well they weren’t gonna leave for a while,

629
00:34:32.930 –> 00:34:35.210
they’d found a new job, et cetera, et cetera. Um,

630
00:34:35.410 –> 00:34:36.770
I do think that starts to change.

631
00:34:36.770 –> 00:34:39.410
Some of the articles I shared were really interesting. Um,

632
00:34:39.710 –> 00:34:42.650
if you click on the link that I shared for anyone who’s gonna go and now have a

633
00:34:42.650 –> 00:34:44.970
look at my LinkedIn, which you all should do, um,

634
00:34:45.540 –> 00:34:47.930
there was quite a few interesting articles as one from the B B C,

635
00:34:47.930 –> 00:34:50.050
which was really interesting. So, um, so yeah,

636
00:34:50.210 –> 00:34:52.090
I do think things are starting to change.

637
00:34:53.000 –> 00:34:56.830
There is a fear from a lot of people that we are heading towards a recession in

638
00:34:56.830 –> 00:35:01.470
the uk, um, which is potentially going to impact a lot of people, jobs,

639
00:35:01.950 –> 00:35:03.030
redundancies, things like that.

640
00:35:03.030 –> 00:35:05.430
There might be a lot of people looking for jobs Again, um,

641
00:35:05.590 –> 00:35:06.950
I do think we’re heading in that direction.

642
00:35:07.650 –> 00:35:12.320
So that will seem like a really solemn note to end on.

643
00:35:12.620 –> 00:35:15.160
Um, I can only apologize, um,

644
00:35:15.230 –> 00:35:20.040
hopefully the idea of me demonstrating everything here in a center

645
00:35:20.070 –> 00:35:22.920
suit as, um, as Brighton new day up a little bit. Um,

646
00:35:23.340 –> 00:35:26.320
but please do reach out to me on LinkedIn. Connect with me.

647
00:35:26.520 –> 00:35:30.520
I share loads of information about them, about what we’ve got coming up. Um,

648
00:35:30.530 –> 00:35:33.880
we’ve got workshops, live dates are now live. If you,

649
00:35:35.100 –> 00:35:36.840
if you go onto, uh, my LinkedIn,

650
00:35:36.860 –> 00:35:41.300
All of the dates live. If you’re based in Leeds, Birmingham, or London,

651
00:35:41.870 –> 00:35:44.300
we’re coming to you. It’s a free workshop.

652
00:35:44.730 –> 00:35:48.900
I’ll be running it If that’s not reason to sign up, I don’t know what is. Um,

653
00:35:49.100 –> 00:35:52.100
I really appreciate you joining today. Thank you very, very much.

654
00:35:52.240 –> 00:35:54.260
We will see you on the next one. Have a great day.