Recent recruitment campaigns for new Grosvenor G Casinos provide good examples of this. Candidates applying for jobs tend to be from the local community, living within the immediate area as often public transport from one side of town to the other is not ideal. Even though these campaigns use a lot of different recruitment techniques, notably social media, these are integrated with local traditional methods.
As an example, a banner displayed on the front of a new building announcing the opening of a new casino, invites people to become Fans of the club's dedicated Facebook Page and features the casino Recruitment Microsite URL alongside the message "if you want to work for us, visit this link."
A big opportunity for The Rank Group when they open in a new region is that candidates are potential customers and vice versa and therefore it is vital to ensure that everybody coming into contact with the recruitment process, comes away with a positive image of the organisation. Rank has just launched a company-wide set of principles to optimise the methods that it uses to recruit, train and develop its team members. Called Project PRIDE (it stands for People, Recruitment, Inclusive, Diverse and Engaged) it aims to give candidates a wholly positive experience of the company right from the beginning. Recruitment Performance Optimisation company RPOZone is working with Rank on the roll-out of Project PRIDE and the development of the local web sites and Facebook pages
Sadly far too many candidates' experience of applying for a local job is putting in an application and not hearing another word. The Rank Group strives to give a very positive image of the organisation to the region and deliver an outstanding candidate and customer experience that reflects the integrity of our brand. By using specialised local recruitment micro-sites, candidates are encouraged to apply online. They will get an acknowledgement of their application virtually straightaway. In addition, they will be updated all through the process about how their application is progressing. Even if that particular application ends without a job offer, they will be sent a friendly letter inviting them to keep in touch with the organisation as other opportunities may present themselves in the future.
Combining technology with local techniques, also extends to the relationships with the local Job Centres. The local Job Centres have been hugely supportive of the Grosvenor G Casino regional campaigns, and they love having a dedicated microsite that they can direct candidates to. In addition, they have even held recruitment assessment sessions within the Job Centres themselves, which have been hugely successful as far as The Rank Group has been concerned.
Fiona Regan (pictured) is head of HR Grosvenor Casinos
