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Periods of political change create uncertainty for organisations and candidates. For councils competing for legal and professional talent, this uncertainty can weaken recruitment campaigns if messaging, pace and clarity are not managed carefully.
Rather than pausing recruitment, local government employers need to adjust how their roles are advertised and campaigns are run. Stability, transparency and a positive candidate experience become key differentiators.
With organisational structures and priorities evolving, candidates are now naturally focusing on role security. With regularity we are asked:
Will this role still exist in 12 months?
How stable is the team and its leadership?
Will decision-making slow down?
If your recruitment messaging does not address these questions, candidates will disengage or accept roles elsewhere. Your campaign must provide clarity and reassurance.
With your advert and specification go into detail about reporting lines, responsibilities, the reason for the role and how its success will be measured in 6 -12 months. Talk about who the candidate will work with and where their influence will be felt. They need to feel there is road map for the scope and remit of the position. Tell the story.
Alongside this create a recruitment timeline, that is timely and you can commit too. An efficient process reassures a candidate of the viability of the role and infers the ability of your organisation to make decisions and be relied upon. By the simple action of designing a campaign around the candidate experience and not your processes, you will build trust and respect with your perspective employees. Which will ultimately reduce your dropout rate.
Candidates recognise that change is unavoidable. Councils that communicate openly and run structured, professional recruitment campaigns are seen as credible and reliable employers, even during periods of uncertainty.
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