It will come as no surprise that the UK public sector stands amongst the more competitive sectors when it comes to attracting the best candidates. With so many employers all grappling to secure the top talent, it is those who make the extra effort that will come out on top.

As part of our ongoing efforts to support the UK public sector in finding success and achieving their ambitions, here are our top tips for getting your recruitment right:

1. Don’t overlook the passive candidate

In today’s market, competition is high as there is a ever-shortening pool of active candidates. In this situation, many still overlook the option of targeting passive candidates. Passive candidates are those who may not be actively looking for a new opportunity but could be tempted should the right one catch their eye.

Using platforms such as social media and search engines to target these candidates can pay dividends. You will find yourself bypassing the crowd and securing a great candidate with little competition.

2. Tell your story

Employer brand is a key element of contemporary recruitment. With so much choice when it comes to opportunities, candidates opt for the organisation they feel they know must about and align most with their own values and ambitions.

Use your website, careers site and social media accounts to tell your story and build your employer brand. The recognition and subsequent trust you build with candidates will help you stand out from the competition.

3. Get your application process in line with candidate preferences

Jobsgopublic studies have shown that a significant majority of candidates prefer to apply through an online application, over even submitting a CV and Cover Letter. Further to this, 40% of candidates claim that an organisation’s choice of application method would influence their opinion of them.

Getting your application method in line with what your candidates are looking for could make all the difference between them submitting an application and looking elsewhere.

4. Give the people what they want

A common pitfall when writing a job advert is only writing about the aspects of the job that you consider to be important, rather than the things that a candidate might want to know. What training and development opportunities are on offer? Do you offer flexible working? What is the working culture like?

Candidates are likely to switch off if your adverts are just a series of bullet points, listing their duties. Put your candidate hat on and think about what those reading your ads will want to know.

5. Harness the power of your social media accounts

Social media has become a massive part of practically all aspects of modern communication, and recruitment is no different. Every year, the percentage of candidates using some form of social media as part of their job search grows significantly. It has now very much reached the point that those not using it as part of their recruitment strategy are likely to be the ones that miss out on the best candidates.

There are so many ways that social media can be used to enhance your recruitment efforts – whether it be just posting your vacancies or carrying out a cross-platform employer brand campaign. As one of our favourite quotes says “we don’t have a choice on whether we DO social media, the question is how WELL we do it”.

If you’d like to know more about any of these points or any other aspect of your recruitment, be sure to get in touch with Jobsgopublic.