In today’s cluttered and fast paced world, companies are under increased scrutiny to prove their worth to candidates, so the importance of brand and branding has become acute. Good reputation is a currency upon which all recruiters are measured.
We all know that with a simple Google search, we can have hundreds of thousands of results at their fingertips in less than a second. From a candidate perspective they want to know the basics, like a company history, its size and where it operates; but they also want to find out what the culture is like, the opportunities for development, the employee incentives.

Employer brands are scrutinised on social media platforms and through search queries; who hasn’t checked out the LinkedIn profile of the person you are meeting. The job seeking process is now transparent; and is driven by connections, by culture and by reputation. A strong brand reputation on a website such as Glassdoor, which takes anonymous feedback from employees and job seekers on your company and its culture, can encourage prospective employees to work for you. However negative experiences especially from candidates, be it the companies failure to provide feedback on CV’s and the interview, the withdrawing of roles or simply filling roles internally can damage the brands reputation to future prospective employees.

Did you know that 84% of people asked would consider another role by a business with an excellent reputation?

When recruiting it’s important to know what your existing and former employees say about what it is like to work for you. Internal research will give you an insight on what is both good and bad, and by using online tools such as Glassdoor, or even a simple Google search on your own business, will enable you to see what is being said about you. Once you have a clear idea about your current reputation you are able to strategically plan on how to implement into your talent acquisition process.
What happens when you get your brand and reputation right?
People are the core of any business, having an effective employer brand and reputation can lead to:

  • Reduced turnover of staff
  • Attraction of the best quality talent
  • Assist in retaining key staff
  • Reduced costs in recruitment
  • Fully engaged employees

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Create a Employee Value Proposition
Similar to a Value Proposition in marketing, an Employee Value Proposition is a promise, a mission statement; create one and then stick to it. Let it create for the employee a sense of passion and pride for working for your business; The Employee Value Proposition can also contain details of your corporate social responsibility.
When you get your brand and reputation right, talented people will want to work for your company and hiring time reduces – you become the employer of choice, and your employees become your best advocates of your brand.
As part of our recruitment and talent acquisition process, the team at Campbell & Fletcher operate as an extension of your brand to provide a clear, consistent and positive experience for both candidates and employers alike; we work with you to make you the employer of choice pairing you with the right candidates who then become further advocates for your business.

Campbell & Fletcher Recruitment work across the United Kingdom sourcing the highest equality talent in the banking and financial services industries. We would be pleased to speak to both prospective clients and candidates alike then please contact us on 0161 214 7980 or email us here.
For many people Talent Acquisition is just a new on-trend word for Recruitment, however companies who understand the bigger picture know there are important differences.
Recruitment has always been thought of about filling immediate positions due to staff transition or business growth. At Campbell & Fletcher we realise that by improving our relationships with our clients, we can better understand the role that ‘talent acquisition’ can help to achieve the clients end vision.
When you hire, you invest in people, but all too often it can be seen as just another costly expense. This can encourage employers to cut corners and see recruitment as a mechanical process that never changes. Talent acquisition is about being aware of current staffing trends, the state of the workforce, and using that insight to attract vital talent.
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Recruit or Acquire?
A recruitment strategy can be compared to a short-term quick fix where there is need for a company to meet immediate tactical needs. Recruitment tends to be reactive, clients already know quite clearly what the need and are looking for, and as result often leads to an increased time-to-hire and cost-to-hire due to specific nature of your search.
Talent acquisition is a more strategic strategy, about finding specialists for positions that require very specific skillsets, or for its business leaders for the future. This provides a far more challenging proposition when looking at niche sectors; especially with the rapid advances in technology with the Banking and Financial services sector. With talent acquisition you are seeking a key factor in a larger strategy to increase your growth, it become an ongoing cycle taking more time-up initially but delivers the best results for your company.
There is a general believe that all businesses should focus on talent acquisition rather than recruitment, as talent acquisition will build a stronger company – it becomes a proactive continuous process, enabling you to acquire the best and brightest employees.
At Campbell & Fletcher we approach both strategies from a different perspective. For recruitment, the industry experience and skillset play a crucial role in our candidate delivery programme. With talent acquisition we look at the aforementioned experience and skillset, but we also look beyond the CV and look at the talent and potential that the candidates possess.

Our talent acquisition strategy also works to identify, anticipate and understand the reasons employees might be tempted to leave your company, and addressing those issues so that the recruitment team isn’t hiring due to a lack of awareness in foresight in your organization. In most cases we have a short list of potential candidates, we refer to it as our ‘subs bench’, ready for when the client is looking to recruit because our team work hard to understand our clients’ recruitment strategy but just as important, the clients’ culture. This only happens when there is a strong relationship in place.
Talent acquisition is not only about a recruitment process to ensure the candidates are right for your business, it’s also about convincing potential talent that you are the right company to meet their career needs. We believe talent acquisition to be a real skill; at Campbell & Fletcher Recruitment it allows us to tap into our expertise of recognising the potential not just the experience.
If you would like further information or to meet to discuss how Campbell & Fletcher can support your company with its talent acquisition program then please contact us on 0161 214 7980 or email us here. 
Campbell & Fletcher Recruitment work across the United Kingdom sourcing the highest equality talent in the banking and financial services industries.