RPO and Talent Management Blog by Ochre House | Ochre Talk

In today’s talent market, you live and die by the quality of your attraction, networking and sourcing specialists.  It’s a premium market for your business critical people and an increasingly congested market across the board whilst truth and relevance have never been more important in convincing great talent to join you, whether you are a major corporate or SME.
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We’ve all seen it. When it comes to advising line managers on how to make the best hires, we can list off a whole ream of ‘best practice’ tips: be consistent, use competencies effectively, provide constructive feedback, be rigorous, use structured interviews…the list goes on. And yet, when it comes to making hires ourselves, into our own teams, we sometimes go back to what does not work: intuition and feeling.
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The headlines are not easy to miss: “unemployment rate at 7.9%”, “2.494m people out of work”, “redundancies are up (32,000)”, “vacancies are down (22,000)”, therefore companies should be inundated with candidates looking for work. Yes…however, many organisations are finding it harder and harder to find the talent they need to grow their businesses in a time where there is increasing uncertainty about growth prospects in both the UK and global economies.
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