Recently we have reported on cases in which recruiters have struggled to attract candidates, despite offering perfectly acceptable jobs. Only yesterday we told the story of a butcher in Shropshire whose search for an apprentice failed to entice a single applicant.
Furthermore, recent regional figures from the British Chambers of Commerce suggest that only a third of recruiters (in the Derbyshire and Nottinghamshire areas) found it ‘easy’ to find the right person for the job. Again, we’re hearing complaints that it’s hard to attract decent candidates.
So how do the likes of Tesco manage it? Today we read a report of how 2,000 people have applied for just 300 jobs set to be created at a new Tesco superstore opening in Sheffield.
This kind of story is a significant (and welcome) contrast to the spate of gloomy stories we’ve seen recently, and it suggests that recruiters of all shapes and sizes could learn from Tesco.
How and why is Tesco so attractive to job seekers? Perhaps the retailer offers a sense of job security not offered by smaller employers, or it offers better packages to candidates. Maybe Tesco does a better job of advertising its vacancies and promoting its employer brand?
Just what is Tesco’s secret – and is there a secret at all?
If Tesco’s success is a demonstration of the pull of big brands in the labour market, will smaller recruiters ever stand a chance against them?