White Papers & Guides

Introduction The candidate experience is not a static journey; it’s an ever-changing process that evolves based on both the candidate’s and the organisation’s needs. Given the fluid nature of job seeking and talent acquisition, how can we adapt our engagement strategies to better serve candidates at every stage? This blog aims to delve deeper into the concept of ‘adaptive engagement,’ a term that embodies the changing dynamics of candidate interaction. The Shift from Passive

In an age where digital interactions dominate our lives, the importance of community cannot be overstated. While public social networks have become the go-to platforms for connecting with others, private social networks are emerging as vital spaces for fostering deeper relationships and creating a sense of belonging. This blog post explores why private social networks matter for your community and how they can enhance engagement, support, and collaboration among members. Unde

If you’ve been in the Talent Acquisition game for a while, say a couple of decades or so, you’ve seen a lot of trends come and go and a lot of claims made for “the future of TA / recruitment”. But how much has actually changed in that time?

Research shows that the hiring process is often partial and unfair. Unconscious (and conscious) racism, ageism, and sexism play a big role in who gets hired. To create a truly inclusive and diverse workforce, it's crucial to identify and take steps to eliminate any unconscious bias to ensure we are hiring the best candidates regardless of their background. In this eBook, we are going to delve into the steps you can take to reduce unconscious bias in your hiring process and

Introduction Nowadays, data protection is more important than ever. Layer that with user experience, which is a significant differentiator, organisations must adopt a flexible yet secure approach to managing candidate and user interactions. The challenge lies in accommodating the diverse needs of different audiences without sacrificing security. This blog will delve into the robust and adaptable security layer offered by Hollaroo that allows for a tailored user experience wit

Why do some organisations, like Management Consultancies, get it so right when it comes to employee alumni programmes, and some get it so wrong? Is it time that organisations treat their departing staff like universities and colleges treat their departing students? And, if they do, what is the ROI of delivering a successful alumni programme? We are in a talent short market where competition is fierce, yet many companies are still not paying enough attention to a good offboard

Research into inclusion and diversity in the workplace continually reveals that a high level of adoption is associated not only with greater productivity and performance, but innovation, talent attraction, employee retention and overall workforce well-being. So how do organisations create a fair and inclusive workplace? Employers need to focus on removing barriers to ensure nobody is excluded from taking an active part in working life. Accessibility goes far beyond physical a

Recruiters are having to contend with shifting demands; a diverse workforce with different priorities, a cluttered market making it difficult for brands to stand out and challenges of the digital world where methods for connecting with future talent are multiplying. With over three-quarters of potential candidates being passive jobseekers, a huge unclaimed market needs to be tapped into to get ahead of hiring demand and smart recruiters today are starting to follow a more str

Equality, diversity, and inclusion is definitely not an HRtick-box exercise. The whole organisation needs to own, engage, commit and put into daily practice. When recruiting in a talent short market, an inclusive approach to candidate attraction and selection is not just an ED&I initiative… it’s the answer to a broader problem! Organisations need to pay attention to staff retention as well as recruitment; as a diverse workforce won’t hang around in an organisation where they

Despite budgets being cut, all too often money is still being thrown at job boards which can bring little success with fewer applications from lower-quality candidates. The days of posting ads on job boards and being flooded with great candidates are sadly over. Recruitment advertisements on job boards are expensive, fees are rising. In fact, job boards around the globe have raised their prices by up to 300% according to Shortlist. And with multiple platforms being used to in

In the dynamic world of contact centres, the recruitment and retention of top-quality talent are significant challenges. High turnover rates, the skills gap, attracting the right talent, retaining top performers, adapting to change, and remote work challenges are all obstacles that contact centre leaders face. These challenges directly impact customer satisfaction, operational efficiency, and the bottom line. Fortunately, these challenges are not insurmountable. In fact, one

Our new whitepaper ‘The Cost of a Poor Candidate Experience’ discusses why and how it’s costing organisations money if the experience isn’t up to scratch. With 58% of job seekers declining a job offer due to a poor candidate experience, that’s more than half of offers being declined and settling for 2nd and 3rd options. In this whitepaper we look at the commercial impact of a negative candidate experience across every stage of the candidate journey from pre-application right

What is Internal Mobility? Internal Mobility is the movement of people within an organisation. It gives your talent the ability to pursue a broader range of opportunities whether it’s a promotion, a lateral move or a transfer to another location. Offering employees the opportunity to change roles for career transitions or development is beneficial to both the employee and the organisation. In fact, according to research from LinkedIn, employees stay with their company 41% l

Third-party cookies have long been a staple of recruitment advertising and marketing, but they are on the verge of extinction. With the increasing focus on privacy and data security, third-party cookies will soon be a thing of the past. This presents a challenge for recruitment marketers who have relied on these cookies to target and track their campaigns. However, there is a solution to this problem: communities. By building and engaging with communities of customers and po

Employee resource groups (ERGs) are employee-led groups that focus on promoting diversity and inclusion within a company. These groups, also known as diversity and inclusion groups, can be valuable resources for employees and can help create a more inclusive and supportive work environment. Typically ERGs represent underrepresented groups, such as people from minority ethnic groups, women, and the LBGTQ+ community. But ERGs can be formed wherever your people see a need. Her

It is difficult to predict with certainty what the top trends in talent acquisition will be in 2023, as they can be influenced by a variety of factors such as economic conditions, technological advancements, and changing workforce demographics. However, based on current trends, here are the Hollaroo predictions on what talent acquisition in 2023 could see: Increased use of artificial intelligence and automation: As technology continues to advance, it is likely that we will se

In this paper, we expose and consider the differences between recruitment marketing and selection, and the rationale for different systems to support these distinct functions/phases of the candidate relationship. The job of hiring is hard enough without having candidates simply deselecting you based on ridiculously poor candidate experience. We cut through the smoke and mirrors of deciding which technology will offer the power to drive each part of your process to the benefit

At Hollaroo we think of succession as a conversation rather than a process. In this guide we’ll talk about why, and how you can re-think succession planning the Hollaroo Way. Succession is about having the right people in the right place as a business evolves. It’s rarely about replacing like for like as people retire or resign. Anyone who works with people knows that it’s hard to put them in boxes. The danger of the traditional nine-box grid for succession planning is that y

We’re delighted to have worked with Aytan Hilton from Cub3d Consultancy on this whitepaper. In this whitepaper we explore how much poor onboarding is costing organisations and the cost of delaying implementing a new programme. We focus on ‘no-show’ and ‘infant attrition’ rates and look at the contributory factors that need to be explored to calculate the cost of poor onboarding. We’ll also provide some solutions and hints and tips for effective onboarding. The numbers ar

(Originally a LinkedIn article, written by our CEO, Hugh Fordham. You can see the original here.) I’m a big fan of Oliver Burkeman and his “The Imperfectionist” newsletter which covers approaches to productivity and time management. His most recent article, however, also made me reflect on the state of HR technology and why it is so hard to get right. In the article called “Systems vs life” he talks about how new productivity techniques or approaches all start with great enth