With one in ten UK workers planning on quitting their job, for HR teams, that means two priorities: Attracting new talent during a busy time for job seekers, and keeping existing employees engaged and committed. Both are essential, and both benefit from going beyond standard job descriptions and traditional onboarding.
When candidates are actively seeking new opportunities, your recruitment material needs to stand out. Generic job descriptions and static PDF candidate guides or brochures are no longer effective in today’s job market. If your organisation wants the best talent, is it time to reevaluate how your organisation presents new opportunities? At a time when candidates prioritise the culture and values of a company more than ever, it’s essential that comes across in your recruitment material.
Not only does poor recruitment material disengage and misinform candidates, but it’s also a financial burden for employers. For example, a major hiring challenge comes from too many underqualified candidates, with research showing 62% of applicants aren’t qualified for the role and 42% of employers need to revise job descriptions after the job was posted. This often comes down to how recruitment material and job descriptions are presented.
Recruiting new employees is only half the battle. When you’ve spent the time and resources hiring and onboarding, the last thing you want is for those employees to leave too soon. Yet research shows that 30% of new hires either resign or consider leaving a business within their first 6 months of employment.
This level of turnover can easily create additional costs. it effects morale, disrupts customer relationships, and damages overall brand reputation. So, when employees feel undervalued, uninformed, or misled about their role, this could have a direct impact on job satisfaction.
Often, disengagement comes down to poor onboarding and mismanaged expectations. Many organisations treat onboarding as a mandatory exercise, rather than an opportunity to build confidence and connection. When new hires feel misplaced in their role, they’re unlikely to stay. Successful onboarding begins before day one and continues throughout the employee lifecycle. It’s about making people feel informed and supported, not just in their first week, but throughout their time with the company.
This is where PageTiger can make the difference. Beyond traditional job listings and standard, static documents, HR teams can build interactive and engaging recruitment packs that showcase the culture of your company. With PageTiger, your recruitment packs can include videos of the workplace, pop ups highlighting benefits and perks, all in a format which is easily digestible to keep readers engaged. This creates more than just words on a page; it allows candidates to visualise themselves as part of your team. Phoenix Group used PageTiger to tackle this exact challenge. Their recruitment guide became responsible in sourcing 97% of vacancies directly, offering a stronger candidate experience and simpler processes for internal teams, allowing them to stay in control.
Once you’ve hired the best candidate for the role, PageTiger enables HR teams to nurture employees at every stage of their career. From recruitment, through to onboarding and supporting long term growth. Creating engaging content is simple, with our easy-to-use interactive communication tools, like AI videos for easy consumption. Whilst knowledge checks ensure readers are engaged and well informed from your content. Marc Jacobs transformed their onboarding process using PageTiger by creating a vibrant, immersive learning experience for their retail managers. This gave their staff a deeper insight into their brand values and strengthened their training, resulting in a knowledgeable and motivated workforce.
Recruitment and retention aren’t separate challenges; they’re two sides of the same coin. With PageTiger, you can attract the best talent and keep them engaged for the long term. HR success in 2026 means winning at both!