Welcome to the Kaplunk community

Who is Kaplunk?

The creation of Kaplunk is to provide a platform for employers to share their opportunities with a diverse pool of talent. We believe this to benefit both employers and applicants so they can connect directly as a community without the need for a third party.

Key benefits for the employer

  • Make significant savings in recruitment fees by posting their vacancies directly to the community
  • Post eight personalised screening questions
  • The ability to filter application responses
  • Post anonymously or publicly
  • Google Jobs

Key benefits for applicants

  • Data is not sold or shared
  • Applicants apply directly to employers from a community platform
  • Exclusive Inclusive
  • No recruitment companies

Please have a browse at our latest press releases and articles that may be of interest to our Community.

November 2023

Strategies to promote fair employee recruitment in the UK

Ethical considerations in recruitment:

It is well known that many companies practice unethical hiring processes that limit the number of applicants for a specific job opening. While not illegal it can damage the reputation of the overall industry.

The way to enhance that reputation and make the job hiring process fairer and more ethical is to make changes in the hiring process that broaden the applicant field and provide more opportunities to minorities or people with disabilities than they had previously.

Open and honest job descriptions:

The traditional job description often does not reflect the actual role or duties one performs after being hired. These traditional job descriptions serve 4 purposes:

•    To recruit new employees
•    Clarify the employee’s role
•    Manage employee performance
•    Help Human resources management develop, set compensation, and do legal documentation

These traditional job descriptions are becoming outdated and many companies are not writing upgraded versions to reflect the outcome that is expected by the company instead of defining specific duties.

The more open and honest job description by the human resources administration will tell the potential employee what skills they should have and need to develop. No one wants to do the work they were not hired to do and redesigning the job description helps improve employee attitude and performance.

Aligning job offers with company values:

To avoid conflict in the workplace, the company has to be careful not to hire someone, no matter how talented they are, whose values do not reflect the company’s values.

One of the best ways to find an employee with the same values as the company is through video interviews. A second top method to use would be the psychometric talent assessment which includes using work simulations and problem-solving tests.

Companies must do the hard work to ensure they hire the right person who will not be the wrench in a well-oiled and smoothly-running machine.

Of course, you need to understand the core values of your company to be able to make this determination. With this understanding, you can create a list of traits that will complement those values and find the right candidate for the position.

Providing constructive feedback to candidates:

This aspect of the hiring process is often very stressful as hiring personnel are afraid they will provide constructive criticism in the wrong way. By doing it wrong they are afraid they will open the company to lawsuits or upset the candidate.

Often the hiring personnel may question why they even need to provide constructive feedback to those candidates that were rejected. The simple answer to this question is that it reflects well on the company.

Going the extra mile to help rejected candidates not only impresses the former candidate but also enhances your company’s reputation and image. Also, it helps you build a talented pool of prospective employees who still want to work for your company.

Plus, it can stop the negative word-of-mouth advertising these rejected candidates do and change those negative feelings into positive word-of-mouth advertising. It is a win for the employer if they provide this type of feedback.

Showcasing real employee stories and testimonials:

This is a great tool to use to show your company culture, values, and benefits to attract and retain talent. Often positive employee stories and testimonials are very relatable and provide an air of authenticity for your company.

One key to using these testimonials is to decide on what you want to achieve by using them and what type of employee you want to reach. The next key would be to find those willing employees who want to share their stories, etc.

You have a wide variety of stories you can tell and you can find those stories through surveys, referrals, and other methods. After you find these employees that will tell a positive side of the company, you will need to edit the content to add photos, and graphics, remove bad grammar, and spelling errors, and so on.

Tailoring recruitment processes to individual candidates:

One of the reasons why you tailor the recruitment process to the individual candidate is that this technique helps the candidate to express their talent and potential clearly.

Another reason why you use this technique is to help the candidate feel welcome and that they are being treated as a person. All of this serves two purposes. The candidate feels engaged by the company and the hiring staff get a better understanding of the candidate as well as their value to the company.

This technique takes time to construct. The company would need to develop custom applications, personal surveys, and tests, as well as be in contact with the candidate more frequently. And much more.

The outcome of tailoring the recruitment process to individual companies is a long-term relationship, building trust between the company and the employee and the company hires better employees.

Treating all candidates with dignity and respect:

This is a top-down trickle effect. When the company treats its employees with dignity and respect, then the employee treats their co-workers with the same attitudes.

Plus, when management treats their workers better, those same workers will work together better as well as cut down on conflict, strife, and interruptions of performance. Dignity and respect help the company remain effective and productive.

Also, this type of attitude will reflect on customer service and the customer may be a repeat customer because the company’s employees treated them with the same dignity and respect they were given.

These two attitudes help build the company’s bottom line.

Some additional words:

It is all about providing the right example to the employees. If you want a top group of employees working hard for the company, then the supervisors, managers, and executives should take the lead and show how the workplace culture should function correctly.

When the bosses get it right, then the employees will follow suit, and production and performance should get a boost.

Are you ready to make a positive change in your company's recruitment process? Visit to learn more about innovative strategies for fair and ethical employee recruitment in the UK. Take the first step towards enhancing your company's reputation and success.

October 2023

The best hiring practices in the UK

In today's dynamic business landscape, finding and retaining top talent is more critical than ever. As the United Kingdom continues to evolve, so do the standards and practices in the realm of recruitment and hiring.

"What Are The Best Hiring Practices In The UK" delves into this important subject, offering a comprehensive overview of the strategies, principles, and methods that drive successful employee recruitment across the country. Whether you are a seasoned HR professional, a business owner, or someone simply curious about how the UK's hiring landscape is evolving, this article will provide you with valuable insights to help you make informed decisions in your quest for the best talents.

Implementing inclusive hiring practices:

It is not just about hiring anyone. Inclusive hiring does more than just hire a minority for the sake of hiring a minority. Instead, it proposes a wide set of qualifications to broaden the applicant pool while levelling the application field.

This style of hiring is not just about hiring minorities. It includes hiring those with disabilities who would normally be overlooked for good jobs. This style of hiring should help fight the bias and discrimination that appears during the hiring process.

One of the first steps in this process is to learn and understand the laws governing employer hiring practices. These laws were created to make sure that the hiring practices of all companies were fair to all.

When you implement an inclusive hiring process, you are building a new company reputation that should benefit the company over the long run. This reputation should help the company attract stronger talent that will help the company run better and boost its productivity.

Productivity is not the only area of the company that should receive a boost. With inclusive hiring, you can see innovation and performance in your employees improve as well.

If that is not enough, your employee ranks will reflect your customer base which should help improve sales.

Crafting Inclusive job descriptions:

There is a way to create a job description for each position in your company. The key is to know how to write these job descriptions so that anyone and everyone feels comfortable in applying for the open job.

To begin with, when you write a job description, leave out all industry language. Then, remove all gender pronouns, language, and terms. But keep the job description simple and easy to understand.

When you leave out masculine and feminine terms, these jobs are supposed to attract at least 10% more people who identify as women. Then make sure you use shorter words while putting in bold those key terms for those who cannot see properly.

Finally, you should remove requirements and any mention of degrees while focusing on responsibilities.

Behavioural-based interviewing:

This is a technique used by employers to predict how a potential employee will react in future situations. The employer will ask certain questions about past behaviours that will give them an idea about your knowledge, skills, and abilities.

You can recognize these questions easily because they usually start with the words ‘tell me about the time…’ or ‘give me an example of…’ There can be simple and difficult questions but you need to be ready to answer them.

When you see a job opening posted, start preparing for this type of interview by thinking of different situations and practising your answer. One example of a simple question is “Give an example of a time when you had to make a difficult question. How did you handle it?”

There are three keys to answering these behavioural questions:

1. Be Honest- Structure your answer to show how valuable you will be to the new company.

2. Before The Interview, Review Your Accomplishments- This will help you prepare your answers.

3. Don’t Create A Book-Length Answer- Be short, and sweet, and keep your answer under one or two minutes.

Diversity Inclusion training for hiring teams:

There are several steps you can implement to provide a boost in D & I training for your HR department. These 5 steps should help your company prepare your HR department for an inclusive hiring protocol:

1. Get Your CEO On Board With The New Strategy- He needs to be the champion for this type of hiring practice.

2. Put D & I In Your Business Strategy- It should be the core of your strategy and should be executed day in and day out.

3. Make Your Executives Accountable For All D & I Outcomes- Executives must create policies that will reinforce hiring practices as well as punishments when targets are not met.

4. Remove Systemic Bias From The Hiring And Promotion Processes- One part of recognizing systemic bias is when the HR department only looks at specific schools for prospective new hires.

5. Make Diversity Training A Part Of Leadership Training- Making behavioural changes to a company’s business strategy and hiring practices, takes time. That is why a one-off training session will not work. This training needs to permeate every aspect of your company.

Combating implicit bias in recruitment:

As mentioned already, one way to combat bias in recruitment is to contact a wide selection of schools and not just the favoured colleges you like your employees to be educated by.

Changing your hiring practices from selection criteria that do not reveal anything about potential performance to a more behavioural methodology is another way to combat bias in recruitment.

A third way to combat this problem would be to stop the ‘who you know’ hiring or promotion process. This process tends to create more bias not remove it in the workplace.

Regularly M-monitoring recruitment metrics:

The first question that is asked is what are recruiting metrics? These are ways to measure your hiring success. Then these same metrics are used to optimize your hiring process.

When applied correctly, they help a company determine if they are hiring the right people or not. With the data these metrics provide, you can fine-tune your hiring process to ensure your company is hiring the right people.

What these metrics help you to find are those employees who will provide a great return on your investment. There is a long list of metrics you can implement or tweak to make sure you are getting the people you are looking for.

Some additional words:

Strategies for fair recruitment of employees are essential. Not only will they help the business find the right people for the specific job opening, but they will enhance the company’s reputation as well as attract new customers.

It is important to be open-minded to new ways to hire good employees.

Elevate your company's hiring strategies to attract, retain, and empower the best talent for your business. Don't miss this opportunity to make your recruitment process more effective, efficient, and fair. Click the link and embark on a journey towards a stronger, more diverse, and high-performing team today!

September 2023

Kaplunk ethical employment


Kaplunk is an ethical employment platform that will not sell your data. It was founded by a businessperson who was once a frustrated job applicant. He started questioning the ethics and reasons for complicating a recruitment process that wasted talent instead of appreciating skills, for him, the in-market strategy was raising eyebrows.

He questioned if it was ethical or correct, that an industry has been created from jobseekers just seeking employment. Realising the enormous profits that traditional recruitment agencies are pocketing from employers, he wanted to provide a moral voice for candidates and employers. Kaplunk is the first UK Employment Community Platform, for the sole use of company HR teams and applicants alike.

This simplifies the employment process for HR and applicants, with a transformative approach to saving recruiter fees and promoting ethical recruitment. Visit the Kaplunk website at for complete details and to get started today!

Now that you know more about Kaplunk and their UK Employment Community Platform, let’s talk about Ethical Recruitment in the UK. Ethical recruitment is when recruiters prioritise transparency, honesty and fairness throughout the hiring process.

This helps candidates feel confident in the process and ultimately creates a more inclusive job market for all. While many recruitment agencies claim to have ethical practices, it is important to distinguish between those that truly prioritise these values and those that merely use them as tick-box criteria.

The Department of Health (DHSC) is committed to upholding ethical recruitment practices within the NHS and wider UK health and social care sectors. To this end, DHSC has a statutory requirement to ensure that all NHS organisations and commercial recruitment agencies adhere to the recently updated Code of Practice for the International Recruitment of Health and Social Care Personnel. Organisations who wish to apply for a place on the Ethical Recruiters List must contact the DHSC and agree to be assessed against the Code of Practice.

The assessment will involve an interview with the DHSC and a knowledge test. If the application and assessment are successful, the organisation will UK ethical recruitment be added to the Ethical Recruiters List.

DHSC has also undertaken work to support recruitment from countries on the WHO Health Workforce Support and Safeguards List which is graded red, amber and green. This has involved establishing partnerships with international nursing and midwifery associations in England, working with them to raise awareness of issues around international recruitment, lobbying politicians on behalf of the sector, and supporting nurses and other staff in their networks abroad.

The UK is also a signatory to the UN Declaration on the Rights of Migrants and commits to upholding the principles contained in it. This includes the right to leave a country of employment to take up a new position and that no employer can force a migrant worker to stay.

In addition to this, the UK is a member of the Global Code of Conduct on Recruitment of Migrants in the Health and Social Care Sector and has been involved in several international forums on this issue. This includes a recent workshop in Mexico City that looked at the role of international bodies in strengthening ethical recruitment. Recruitment practices which do not comply with the Code of Practice may be reported to DHSC via the Ethical Recruiters Inspectorate website.

Organisations that are not based in Great Britain can still report any concerns to the Gangmasters Labour Abuse Authority which has a Great Britain-wide remit, as well as the Employment Agency Standards Inspectorate which has a UK-wide remit and regulates employment agencies and businesses. Now that you know more about Ethical Recruitment in the UK, it is time to go back to the website of Kaplunk the best ethical employment platform in the UK.

September 2023

Kaplunk revolutionises UK recruitment

In a world where the UK’s recruitment industry churns £40 billion annually, Kaplunk emerges as a beacon of ethical and transparent recruitment. Breaking free from the money-driven clutches of traditional agencies, Kaplunk stands tall as a revolutionary force, transforming the way employers connect with potential employees.

Traditional recruitment agencies have long thrived on exorbitant fees, rendering job applicants and employers alike disheartened. Kaplunk was conceived to upend this inglorious system, founded on principles of fairness and transparency for ethical recruitment in the UK.

Unlike its profit-hungry counterparts, Kaplunk empowers employers to post job opportunities free, eliminating the need for middlemen and exorbitant commissions. The focus shifts squarely to finding the right applicant without the financial burden that often plagues the recruitment process.

In 2022, Kaplunk unveiled the first-ever UK Employment Community Platform, exclusively designed for company HR teams and applicants. This innovative platform simplifies the hiring process, offering a transformative approach to saving recruiter fees and promoting “UK ethical recruitment” practices.

By removing exorbitant recruitment companies from the equation, Kaplunk enables companies to take control of their hiring process in-house, fostering trust-based relationships with a diverse talent pool. This shift leads to substantial cost savings for employers and a direct platform for applicants to shine.

Kaplunk is committed to ensuring the safety of every candidate, a vital element often overlooked in the absence of an independent regulator. With recruitment agencies setting their prices, Kaplunk stands against unfair profit generation, championing ethical practices and cost-efficiency.

“We, at Kaplunk, strive to raise awareness and promote just recruitment practices. Our extensive pool of candidates benefits employers, with applicants sourced locally and internationally. The simplified hiring process, based on a few clicks and trust-building, empowers employers to search for their ideal candidates through customisable filters”, said the founder of Kaplunk.

Headquartered in the heart of London, Kaplunk is more than a recruitment platform; it’s a community committed to saving recruitment fees for companies and providing applicants with a direct channel to showcase their skills.

Join us in the recruitment revolution, where fairness, transparency, and ethical practices take centre stage. Kaplunk — where employers and applicants meet, connect, and thrive, forging a brighter future for the UK job market.

Kaplunk revolutionised UK recruitment, offering an ethical, transparent platform. We connect employers and applicants directly, eliminating excessive fees, promoting fairness, and fostering trust in the hiring process. Join us in shaping the future of recruitment.

Kaplunk talk about gender pay equality

Receiving your paycheck is a wonderful feeling. You are being rewarded for your hard work and you may feel appreciated by the company you work for. Then cashing your check makes you feel even better as you can pay your bills, buy something for your loved ones, and so on.

However, this good feeling can be ruined once you learn you are not being paid the same as your co-workers while doing the same job. This has been a problem in the employment sector for a long time. It will take work to change the system and ensure that all employees are paid the same for the same work.

Introduction to gender pay quality:

It is said that the source of this unequal payment scheme is systematic inequalities. In other words, women and other nationalities are paid less for the same work due to the system viewing them as unequal to other employees.

Impact of gender bias on pay structures and its ethical implications:

One of the ethical duties of disclosing pay data would be to help eliminate distractions in the work area as well as eliminate pay discrepancies among genders and nationalities. Some people in favour of pay transparency say that companies should advertise a specific salary for every position in the company. However, that action would not include naming specific employees’ salaries. It would be just a notice on what one can expect to be paid for doing the same work as their co-worker in with the same job description. To be ethical though is to answer the main question that hinders this transparency.

Where should companies draw the line in revealing employees' salaries for specific positions? There is an ethical line that the company needs to watch and that is employee privacy. This is a delicate issue that does not come with easy answers. There is no law commanding employers to reveal employee pay levels thus ethically the company may not be bound to reveal anything to other employees. If a company does not disclose the pay level for all its employees, they are not being unethical. It is a very subjective topic and companies may have to work this problem out for themselves and set their levels of transparency.


Exploring strategies to identify
and address unconscious biases
in pay structure:

The first step would be to recognize that implicit or unconscious bias exists in the workplace. Employers should also be aware that this bias can be triggered within seconds and make the employer act counter to their own beliefs. The second step would be to take a walk in another person’s moccasins. In other words, employers should put themselves in the shoes of their employees and look at the situation from their point of view.
This step will help the employer see what compensation is fair to all employees in the same job. The third step would be to focus on the job the candidate is going to perform and not on the candidate.
This would require analyzing the skill level needed to perform the duties of the position and other objective criteria. The employer should not let personal characteristics influence their decision on what the candidate should be paid.

Finally, conducting pay-level audits would help eliminate the salary discrepancies in the company. Finding and correcting these payment discrepancies goes a long way in keeping the workplace from becoming a hostile work area.

Some additional words:

Unequal gender pay is a problem in the current employment industry. It is not ethical to pay different nationalities or genders a different wage for doing the same work. By conducting pay audits and focusing on objective criteria the business world can level the playing field and have all workers paid the same for the same work.

Being ethical is important as it sets an example for the employees helps them be better employees and gives the employer better productivity.



Common mistakes to avoid in the recruitment process?

Common recruitment mistakes are costly to companies. If an incorrect employee is hired, morale suffers significantly. Moreover, it will result in shrinking productivity, and reputational harm is imminent. Unfortunately, the recruitment process must begin again if the initial hire is let go. Therefore, Kaplunk has identified the biggest hiring mistakes to prevent financial strain.

On the top of the list of common recruitment mistakes, is not hiring an overqualified candidate. Even though their qualification and experience are above par, the organisation should not worry about being overshadowed by them. They can help the organisation in growth and grab more market share. An overqualified candidate can become an effective leader over time too

Moreover, the candidate can also help the employees and guide them. The well-qualified candidate will offer numerous opportunities for development and internal improvement. Therefore, the organisation must consider them an investment and offer bonuses and promotions to retain them. Is your company instantly rejecting less qualified candidates? This is probably what is wrong with the recruitment policy of the company. Due to digitalisation, self-learning, and high-speed communication, qualification is becoming a less preferred criterion.

The interviewer must assess the applicant based on skills, professionalism, and commitment to the corporation. Filtering out less-qualified applicants is part of a poor recruitment and selection process, even though they could be valuable to the organisation.

Candidates who are not as qualified will work harder and collaborate with other employees for excellent results. Furthermore, since they haven’t misrepresented their skills, it shows honesty too.

How can recruitment failures or mistakes be avoided?

When overcoming common hiring mistakes, the company must consider the strategic plan to fit the new employee. The interviewer and the manager must recognise their competitive advantage, growth plan, and the missing skills for a fruitful future. Self-reflection will help the business realise its shortcomings and avoid employee miscommunication.

If the interviewer is thinking about how can recruitment failures or mistakes be avoided, they can re-shape the hiring steps as a marketing strategy. Companies that represent themselves well are popular among employees. Therefore, rebrand your website and update the marketing channels. You can showcase what the company stands for and how it values its employees.

The biggest hiring mistake is ignoring the groups of potential new hires, such as immigrants, the disabled, and indigenous workers. The competition is intense in the UK market. It will further intensify with the projected shrinkage of the British workforce. Therefore, corporations must eliminate bias and focus on inclusivity.

Realising the common hiring mistakes ensures the organisational processes continue. The happiness of the operating core and the team is not compromised. Moreover, the absence of lag displeases the managers. But that is possible with the ideal employee!

Kaplunk is an online platform that lets applicants directly communicate with their employer. It aims to build a healthy community where young professionals are not exploited. Visit to post your job advert today.


Kaplunk (London)

Kaplunk's New Website! is a newly launched website that is designed to make recruitment easy for employers and applicants in the United Kingdom, eliminating bottlenecks and heavy cost implications experienced in the past.

Around the globe, the recruitment industry is a significant player in the job market, serving as a middleman between job seekers and employers. In the United Kingdom, the recruitment industry generates an annual turnover of £40 billion by charging employers for their services of finding suitable candidates for their job openings. However, this focus on making money has resulted in the creation of an industry that often neglects the needs of both job applicants and employers.

The narrative is changing as a new platform and marketplace has been launched to connect employers and job seekers in a seamless, cost-friendly manner.

The launch of aimed to provide employers with a platform to post job openings and receive applications from interested candidates.

The platform is entirely free for both employers and job seekers, intending to connect qualified individuals with suitable job openings. offers a cost-free opportunity for employers to find potential employees while providing a straightforward job search process for applicants.

Kaplunk was founded by a businessman who was once a frustrated job applicant. He realised the enormous profits that traditional recruitment agencies pocket from charging commission and recruiter fees. Kaplunk is a unique platform for recruitment in that it promotes diverse and inclusive working environments, eliminates the need for payments, fees, or commissions, and provides an ethical service where applicants connect directly with the employers - no middlemen.

On Kaplunk, employers can post their job vacancies without any cost, while job seekers can upload their CVs and apply for job openings. The company thrives on the core values of accountability, transparency, integrity, and kindness. Undoubtedly, Kaplunk is the revolution the recruitment industry in the United Kingdom has needed and now it has finally arrived.

Kaplunk is a company that provides a variety of services to its customers:

Kaplunk is a revolutionary employment community platform founded by a businessman who, having experienced the frustrations of being a job applicant, identified the huge profits made by traditional recruitment agencies through commission and recruiter fees. With a turnover of approximately £40 billion per year, these fees are often charged for simply sorting through applications.

Determined to challenge the ethics of this practice, Kaplunk's founder set out to create a unique platform that directly connects job seekers with potential employers, while eliminating the need for intermediaries and the associated fees. By cutting out the middleman, Kaplunk offers a more streamlined approach to job recruitment that benefits both employers and job seekers alike.

Read more:



Six ethical ways to recruit employees from competitors

A company's efforts to attract and retain the best employees necessitate constant ethical ways to recruit employees from competitors. Recruiters frequently use external sources to find suitable people since this helps them develop better teams. Such companies may even be considered direct competitors. Keeping a healthy touch of friendly rivalry alive in the office motivates employees and puts additional pressure on management to keep everyone committed to the company's success.

It's undeniable that having team members from rival businesses may be beneficial to maintaining a competitive advantage. The same ambition that propels these top performers to reach and surpass their goals also leads them to seek more challenging and rewarding career positions. When hiring new workers, managers should appeal to the applicant’s personal and professional growth goals and find an ethical way to recruit employees from competitors.

The following are six strategies for recruiting employees from the competition:
Try a covert method of hiring:
Apart from being neither immoral nor detrimental to your company's performance, employing employees from rival businesses is looked upon by some CEOs but is nevertheless a viable business strategy. Failure to compete for staff is as detrimental to a company as failing to compete for consumers. Managers and recruiters at organizations on the lookout for ethical ways to recruit employees from competitors should tread carefully so as not to dispel existing workers or aggravate business rivals.

How seriously you adopt the suggestions in this section will determine whether the recruitment attempt is a solid business choice. It's important to weigh the benefits and downsides of all your options before adopting a strategy.

Refine the effectiveness of direct job postings:
Your job postings must be optimised. You can anticipate that talented employees would consider all their job possibilities before submitting their resumes since they know their professional aspirations. You may check out the listings that your rivals offer on public job boards or their websites, and then you can make your employment offerings more appealing.

Attempt to give responses to concerns that emphasize what makes your firm distinctive in comparison to others, such as what differentiates your company from other competitors in the market and why candidates should join you rather than other organizations.

Ensure your direct job adverts stand out from the crowd and are entertaining to read by giving them a little personality. Straightforward job advertising is a potent tactic and ethical way to recruit employees from competitors in a more targeted and efficient manner than traditional recruitment methods.

Utilise outside recruiting firms:
While using a recruiter, businesses may maintain a safe distance from the candidate selection process. Third-party recruiters, in contrast to the companies they represent, have no tacit agreement not to hire employees from rival companies. Recruiters have a duty to their clients to find the best possible workers. Therefore, it's only reasonable and ethical ways to recruit employees from competitors without disclosing their client's identity; third-party recruiters can also approach employees about opportunities with other firms. By taking this additional precaution, we can be confident that only serious and competent applicants will find out about the position with a competitor.

Attempt to contact them personally:
The simplest direct but often most contentious and ethical way to recruit employees from competitors is to make a phone call. Though effective and open, such methods can also spark a fight for talent and raise the temperature of competition. Many firms now actively monitor employee email and phone use, so avoiding using company resources whenever possible is wise. Hiring managers should remember that candidates may be uncomfortable having their current employers learn about their conversations with potential new employers.

Get personal recommendations:
Subtly enhancing the recruiting process is also possible through the use of referrals. Suppose recruiters already have a good idea of the type of advertising talent they need. In that case, they may use social media like LinkedIn and Twitter to find such individuals through mutual friends and colleagues. Managers in advertising and HR might benefit from networking by reaching out to mutual contacts in other companies, such as clients, customers, or friends.

Casual talks at conferences, trade shows, and social gatherings might also pave the way for future professional opportunities. These informal meetings should take place in an unnoticeable setting where corporate executives may assess enthusiasm without drawing unwanted attention to themselves.

Learn to embrace the snowball effect:
A firm's top employees are only sometimes committed to the company and may follow a leader elsewhere if they find a better opportunity. Business ethics when some recruit while still in your employ; if recruiters can recruit a top employee from a rival, it may cause other staff to rethink their career paths, setting off a domino effect that may keep them well-supplied with new candidates for many months. Focusing recruitment efforts on the industry's top talent is crucial for attracting more A-players to join your team.

Strive to keep a work environment that is enjoyable for everyone. Companies with unique cultures are difficult to quit. If your company has a great culture, people will be reluctant to leave even if the rival company pays more or has finer facilities. Although hiring remains a problem for many businesses, maintaining star employees is sometimes much more of a headache.

Employee retention rates will likely remain high if the workplace can be made into a pleasant workplace. Competition for skilled workers is fierce in the modern economy. To many companies, recruiting desirable workers from rivals is perfectly acceptable.

If you are interested in finding a career or need any assistance relating to employment, then you may visit this website. Kaplunk is dedicated to meeting the needs of both job seekers and businesses by providing the former with the ability to interact with a wide variety of applications and the latter with assistance in locating employers who meet their needs.

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