Rethink your Recruitment
We are nearing the end of the year and normally we are winding down, but we are finding the market very interesting and here are a few reasons why:
Talent shortage – yes, we all know there is limited candidates in the market and roles are taking longer to fill, companies usually would spread the workload amongst the current team and hold off recruiting until the New Year, however those team members are already either burnt out or juggling additional tasks.
Candidate market – multiple offers, sign on bonuses still happening.
Recession – candidates are hearing this word a lot in the media and are cautious now about a career move, increase in mortgage rates etc they are looking for security and will hold tight until the New Year.
Selecting the wrong candidate who is not ideal and then this impacts the rest of the team, and it can be a long costly process to exit
Good candidates take another offer which can be due to the bad experience they have had with the company during the recruitment process which could be poor communication, slow follow up, inexperienced interviewer and the list goes on.
Key points to consider when recruiting for your dream team:
Flexibility / Hybrid Working – we get asked from candidates continuously if the company would consider 1 day working from home, earlier starts or finish times!
Other benefits – think outside the square, find out how your team like to be rewarded to help with engagement and succession planning – you may be surprised by the little things people are attracted to
Market rates – make sure you have checked these out and you are benchmarking your role accurately, also what other benefits could you offer here
Screening – this is your option to really get a candidate excited and engaged, this is the difference of someone turning up for the interview or accepting another role and move quick in this market if a great candidate applies for your role
Detail in your advert – talk about culture, team size, what the job entails, benefits – sell the role
Timing - commence any new campaign after the Statutory Days, not prior to the Christmas/New Year period.
Pre-employment checks – consider doing pre-employment checks on your candidates, this includes Google checks (this could be news articles, social media,) and utilising MOJ checks and driver checks
We love partnering with our clients, we can assist at any stage of the recruitment process or run the full campaign for you, or if you would like a refresher on recruitment best practice, then please reach out, we offer some great inhouse training and coaching workshops.
