We need your help! Recruitment Video - Evolution5

Can you help us?
As alluded to in our recent video featuring Mark Dyer, Evolution5 is on a growth journey with a clearly defined long term vision.
To achieve that we are going to need more great people to join our team. People who share our vision, our values and our commitment to always being the best we can be.
Giving construction's top talent and rising stars a compelling reason to choose to work for Evolution5 over and above our competitors is important to us.
Recruitment has changed a lot over the years and now, more than ever before, it's vital that companies show WHY they are a great place to work.
So, with that in mind - we'd love to hear your thoughts and opinions on the subject of recruitment and talent attraction.
if you're looking for a new role, what makes an ad stand out from the crowd?
When you're researching your next career move, what would help you decide that Evolution5 is the right place for you?
As a company, we are wedded to our values and ethos. It's important to us that like-minded, aspirational, client-centric thinkers have a desire to be part of the future we are building towards.
If you're watching this video and are curious about becoming part of our team, please get in touch. We'd love to hear from you.

[@purky1980]

Recruit for attitude rather than qualifications; the "business" can be taught and learned; not so easy to do with attitude. I look forward to following your journey with this - a great company with a true passion for delivering a genuine customer centred service! I really enjoyed working with you!

[@nuprojects]

You're overthinking the whole process. Focus on building your business and personal brand while inspiring and motivating your audience. This will attract like-minded professionals and entrepreneurs. If you create boring, uninspiring content, you'll attract the bottom of the food chain, like the broken construction dinosaurs.

[@ctwavik]

Hi Mark, just saw your video on my feed. My name is Avik and I work as an HR transformation & hiring strategy consultant for the last 17 years .
I really like the fact that you look forward to considering candidate feedback seriously which many orgs tend to often overlook.
Maybe you can gather this information by sending them an interview survey when the rounds of interviews are done. This would help you to do some deep diving onto several factors like pre-onboarding candidate experience etc, the trending market pay range or different positions etc. Also keeping a track on offer decline really helps as well as you said .
Secondly, very important factor is the recruitment video which can be be more of a story telling about the firm you are hiring for . This can have short clips of your existing employees about how they feel working with your firm in terms of 1) work environment 2) learning opportunities 3) career advancement 4) why should someone join this firm " offers career not job"
Thirdly, making your firms presence not only on linked (we are hiring feature really works on linked in i must say ) but also on facebook and instagram . And trust me it works well for younger/junior talent hiring initiatives. And ofcourse you may want to buy paid services for indeed, total jobs etc.
Cheers,