Attracting Candidates

Finding the Right Applicants

You've decided to recruit, you're clear about the role and what you're looking for, but how do you find the right person?

There are lots of ways to attract candidates, and you don't necessarily need to spend a fortune on recruitment agencies or advertising. The best approach will depend on the type of job, the skills you're looking for and how easy it is to find suitable people.

Before placing an advertisement, think about where the people you want to attract are most likely to look for work. You may also want to use more than one method to give yourself the best chance of finding suitable applicants.

Where to Advertise

Online Job Boards

Job websites such as Indeed and other online recruitment platforms can be a good way of reaching large numbers of potential candidates.

Some offer free or lower-cost advertising options, while others charge depending on the level of exposure you want.

Check the costs and consider how you will manage the applications. A popular advertisement can generate a large number of responses, not all of which will necessarily be suitable.

Recruitment Agencies

Recruitment agencies can be particularly useful if you're struggling to find candidates, recruiting for a specialist position or simply don't have the time to manage the process yourself.

However, agency fees can be significant, so make sure you understand the terms before engaging an agency.

In particular, check:

• What fees will be charged and when they become payable.

• Whether the agency offers any refund or replacement guarantee if the employee leaves shortly after joining.

• Whether you are agreeing to an exclusive arrangement.

• Whether additional fees could apply if you employ a candidate introduced by the agency at a later date.

Give the agency a clear job description and explain what is essential and what you are prepared to be flexible about.

Your Website and Social Media

Your own website and social media channels can be useful, particularly if you already have customers, followers or business contacts who may share your vacancy.

LinkedIn may be appropriate for professional or specialist roles, while other social media platforms may work well for local recruitment.

You can also use local business networks, community groups and industry contacts to spread the word.

Existing Employees and Referrals

Don't overlook your existing employees. Someone may be ready to take on a new role or additional responsibility.

Employees may also know people who would be interested in working for you. Personal recommendations can be valuable, but make sure candidates still go through an appropriate selection process.

Colleges, Apprenticeships and Training Providers

If you're willing to train someone, local colleges, apprenticeship providers and training organisations may be worth contacting.

You may find someone with the right attitude and potential who can develop the skills you need.

Writing a Good Job Advertisement

Remember, you're trying to attract candidates, not just describe a vacancy.

Put yourself in the applicant's position. What would make someone want to apply for this job and work for your business?

A good advertisement should clearly explain:

• The job: Use a recognisable job title and briefly explain what the person will do.

• Your business: Give a short introduction to what you do and what it's like to work for you.

• What you're looking for: Focus on the essential skills and experience rather than creating a long wish list.

• What you're offering: Include the salary or salary range, working hours, location and any relevant benefits.

• How to apply: Explain what candidates need to send and whether there is a closing date.

Be realistic about your requirements. If you ask for too much, particularly in terms of qualifications or previous experience, you may discourage perfectly suitable candidates.

If you're willing to provide training, say so.

What Makes Your Business Attractive?

Smaller businesses may feel they cannot compete with larger employers when recruiting, particularly when it comes to salaries and benefits.

However, salary isn't the only thing people consider when choosing a job.

Think about what your business can offer. For example:

• Flexible working arrangements, where practical.

• Opportunities to learn new skills and develop.

• A friendly and supportive working environment.

• Variety in the work and opportunities to take on responsibility.

• Being part of a smaller team where people can make a real difference.

Don't exaggerate what you offer, but don't undersell your business either.

Avoiding Discrimination

Be careful with the wording of your job advertisements.

Avoid language or requirements that could unlawfully exclude certain groups of people, for example, referring to a "young and energetic person" or specifying unnecessary physical characteristics.

Focus on the skills, experience and abilities genuinely needed for the job.

Also think about where you advertise. Using only one recruitment channel may unnecessarily limit the range of people who see your vacancy.

See our guidance on Equal Opportunities and Discrimination for further information.