The pandemic has placed additional pressures upon all businesses; it is more essential than ever now for employers to ensure they have strong teams in place, that morale within teams is positive and if recruiting, that new employees will serve to strengthen and drive your business forward.
The competition for talent has always been high – both finding high calibre candidates and retaining them in your workforce. The pandemic and resulting uncertainty and instability across the last year have only served to intensify that challenge.
In the job market now, we have candidates who are unexpectedly job seeking due to redundancy or anticipated job insecurity while more candidates are being cautious and less active because of the economic uncertainty and instability. The supply of labour is disproportionately influenced by these factors and is creating surges in supply for some vacancies and limited supply for others.
So how does your business stay ahead in the quest for talent?
Assess the requirements of your role
Consider your recruiting wish list. Are your requirements rigid and inadvertently limiting the diversity of your interested audience? Is specific job sector experience required or could this role be fulfilled by an individual with strong soft skills and a desire to learn? Is your opportunity reaching a wide and diverse pool of candidates? Are you appealing to underrepresented groups – a diverse workforce can be an enriched, innovative and thriving place to be. We can help with writing your job adverts to ensure your role both appeals to and captures a wide audience. Advertising across all the major job boards your role will achieve maximum exposure (appearing on the front page of any google search).
Is your offering competitive?
We’re not just talking about salary and benefits here! A role offering continued career progression and/or training, an organization whose values align with the candidates own and a role offering flexible hours are all factors that can have just as much appeal as a competitive salary. We can advise on market rates for salaries and how to pitch your opportunity to appeal to candidates with the skills and experience your role demands.
Your recruitment process
Strong candidates can get snapped quickly! An effective recruitment process should take approximately 4 weeks; 2 weeks to advertise the role and 2 further weeks to complete interviews and extend the job offer. We will source suitable candidates quickly, help you construct an effective interview process and ensure you achieve a high job offer to hire ratio.
Interviews
Is it time to review your interview process? What skills and competencies are required by your role? How are these being tested during the interview and is there a grading process in place? Who in your organisation should be involved in the interview process? Could aptitude and/or psychometric tests be incorporated in the interview process? How is the candidate’s experience of the interview process – does it allow them to assess their suitability for the role?>
These are just some ideas to consider if you are recruiting. Please contact us if you are planning to recruit – we would love to hear from you!