Recruitment

From utilising social media to posting employee-led content about work culture, here's how we grew our team without spending a penny.

As a startup, we’re able to offer candidates opportunities to progress quickly, take ownership of new roles and work autonomously. In addition, this will enable you to build a pipeline of candidates who are well-matched to your working environment, resulting in a more efficient recruitment process overall. Closing the whole company for a week at a time means that the whole team can truly switch off and recharge without worrying about handovers, or being tempted to check Slack messages from colleagues who are still working in the background. We value work-life balance, and we want prospective candidates to know that. [our approach to remote first working](https://www.linkedin.com/posts/shannenpollard_team-thursdaythoughts-dogsoflinkedin-activity-6940636637357875200-apY9?utm_source=share&utm_medium=member_desktop) and working from anywhere to [being a more present parent](https://www.linkedin.com/posts/oliverrpc_flexibleworking-hybridworking-remoteworking-activity-7019234023424090113-50OF?utm_source=share&utm_medium=member_desktop). Additionally, it can increase interest in your advert — [post](https://www.linkedin.com/posts/molly-johnson-jones_mentalhealth-digitaldetox-startups-activity-6901888849027678208-PkRH?utm_source=share&utm_medium=member_desktop) about our “digital detox holidays” — where we pay for staff to stay at cabins in the countryside, free from laptops, phones and other potential work distractions — for the same reason. [post](https://www.linkedin.com/posts/molly-johnson-jones_flexibleworking-founders-startups-activity-6972484214403305472-zvcM?utm_source=share&utm_medium=member_desktop) about our “company shutdowns” — and not just to account for going quiet during that time. Social media is a compelling — and free — way to highlight your company ethos and share the benefits of your culture, from team away days to professional development initiatives. [starting to shift in Europe.](https://ec.europa.eu/commission/presscorner/detail/en/ip_22_7739) [recent Glassdoor research](https://www.glassdoor.co.uk/blog/pay-transparency/) found that 75% of UK workers are more likely to apply for a role that includes a salary range. [How we grew our team 5x without spending £1 on recruitment](https://sifted.eu/articles/we-grew-our-team-5x-without-spending-on-recruitment/)

Pay is an important lever to attract and hang onto teachers, says the NFER's workforce lead, but it's not the only one and it doesn't operate in a vacuum.

Therefore, any teacher pay increase is only likely to have a positive impact on recruitment and retention if it is higher than the increase in what teachers might be able to earn outside of teaching. This is therefore a useful benchmark for judging whether the pay award is likely to contribute to improving teacher supply. [NFER’s recent research also finds that](https://www.nfer.ac.uk/the-impact-of-pay-and-financial-incentives-on-teacher-supply/) teacher pay rising more quickly than outside earnings is associated with increased recruitment to ITT. In other words, if pay for a job a teacher might take up if they left is rising at the same rate as their pay as a teacher, then it is likely to have little bearing over their decision about whether to leave or stay. [DfE‘s evidence review on the impact of pay increases on teacher retention](https://www.gov.uk/government/publications/evidence-to-the-strb-2022-pay-award-for-school-staff) concludes that there is good evidence higher teacher pay is associated with higher retention. [What they do tend to get in return is greater job satisfaction and more flexibility](https://www.nfer.ac.uk/teacher-retention-and-turnover-research-research-update-3-is-the-grass-greener-beyond-teaching/).

Carer Andrew Cumming is encouraging others in south Gloucestershire to take up the "rewarding job".

You have to give a lot because that's what care is, but sometimes you get something great back that can make you feel good." You do make a difference. "People can really understand exactly what the role involves, what the responsibilities are and even have an interview with somebody and potentially get a job that same day." "It is a rewarding job - if you really want to get a job where you can go home at the end of the day and say 'that was brilliant, I've made a difference to 12 people today,' then this job is amazing." The campaign features a series of videos from carers sharing the benefits of their jobs, and aims to decrease the number of vacancies in the area. Taking part in a social media campaign by South Gloucestershire Council, Andrew Cumming, who works for Bluebird Care, said: "It is a rewarding job."

Today is the last day for the state government appointed panel to come up with physical test criterion for transpersons who have applied for recruitment in ...

Apart from that, the panel is referring to UN guidelines and judgements given by the Supreme Court and High Courts on similar issues in the past. Yes, the Bombay High Court has asked the Maharashtra government to come up with criterion for physical tests of transpersons latest by February 28. MAT directed the Maharashtra government to allow transpersons to apply, following which the government approached the Bombay High Court stating that no guidelines had been formulated for hiring of transpersons.

UKHospitality (UKH) has launched a new education landscape guide to help businesses understand how to further improve recruitment, training and skills ...

“UKHospitality has worked very closely with the Strategic Development Network to produce this guide dedicated for hospitality and we’re excited to go even further in how we can help businesses develop their next generation of talent.” Nicholls added: “There aren’t many sectors that can rival hospitality’s career offering with the variety of roles available and the buzz it offers, along with the prospect of going from bar to board in a matter of years.” “UKHospitality set out in its Workforce Strategy the need to make these sorts of initiatives and qualifications more widespread and it’s really encouraging that we now see so many businesses heavily engaged in skills and training.”

Although recruitment spiked at the end of 2022, dwindling applicant numbers suggest that employers may face construction talent recruitment challenges.

The fall in application numbers at a time when demand is growing is a concern. “Brexit did create a talent exodus in construction, leading to limited resources and more competition for the best professionals. There is already a massive skills shortage in the uk construction industry due to under investment for decades, compounded by Brexit. [5% rise in all various wage rates](https://www.fmb.org.uk/resource/batjic-wages-and-holidays.html#:~:text=Wage%20rates%202022%2F23,for%20all%20apprentices%20and%20trainees.&text=For%20skilled%20wage%20rates%2C%20S,per%20hour%20to%20%C2%A314.04.), including apprentices and trainees. The research from APSCo revealed that while vacancies were consistently higher throughout 2022, December saw a significant jump in jobs advertised. Although a drop in applicants over the festive period is expected, such an acute fall in applicants is a sign that the sector is facing construction talent recruitment challenges due to Brexit and

The City of Austin will be launching a major jobs campaign to promote hard-to-fill positions and increase recruitment across the organization.

The Department of Aviation continues to fill vacancies and support on-airport partners in filling their vacancies following historic pandemic impacts on the travel industry. [recruitment of lifeguards](https://www.austintexas.gov/department/lifeguarding-austin) to staff the City’s pools over the summer season. Measures to increase recruitment and bolster retention were the centerpiece of the City's The airport hosted a Job Showcase and Hiring Fair in September 2022 continues to support AUS concessions through a paid marketing recruitment campaign aimed at filling vacancies in airport restaurants and shops. The compensation increases began in October 2022 and have already led to a higher volume of applications, and more hires, across many departments. In September, the City increased starting pay for EMTs and paramedics. AW has also begun surveying new hires and current employees to increase staff retention. So far for FY23 the utility has filled 108 positions – 71 internal promotions and 37 external hires. The campaign aims to recruit residents of central Texas who are focused on public service and helping the community and may be attracted to the City's great benefits. In FY 2022, Austin Energy filled 306 vacancies - 205 were internal candidates and 101 were external. The Citywide hiring campaign, led by the City’s Human Resources Department and Communications and Public Information Office, is the largest in the City’s history and will run for six months, starting Feb. The vacancy numbers for sworn public safety employees fell by 8% over the same period.

The city departments with multiple open positions are Austin-Travis County EMS, Austin Police Department, Austin Energy, Austin Water, Parks & Recreation ...