As we start to adapt to our new normal and businesses re-open and adjust, having the right staff will be key to successfully moving forward.
Some may be concerned about adding additional costs to the business whilst there is still so much uncertainty but let’s not forget that natural attrition will still occur.
People will still retire, start, or grow families, decide to move on for this, that or other reasons. If staff numbers are cut too low, you may find yourself in a position where your service level delivery isn’t achievable, and your business is adversely affected.
Within certain sectors, the candidate market has suddenly become plentiful, but that doesn’t apply to all markets. Candidates in sectors such as Care, Fruit picking and the NHS, remain in short supply, with employers working harder than ever to retain them.
What does this mean for recruitment?
We know you’ve got a lot on your plate right now. Looking to the future in a positive light is hard. But, now is the time to get your recruitment processes ship shape so that you are ready and can spring into action when needed, giving yourself the best possible chance of landing your perfect hire.
Here are a few headline suggestions on what you could be doing to strengthen your systems and processes. I’m always available to talk in more detail if it’s helpful. My contact details are at the end.
Employer branding is key
- Be sure that you are clear on your values and culture and can communicate them both internally and externally. Knowing who you are and then communicating it effectively is absolutely essential in appealing to like-minded candidates.
- Ensure you are reinforcing your messages positively through your marketing channels. The more effective you are in creating positive stories about your business, the more candidates you will attract who want to work with you.
- Get a good understanding about your current situation regarding retention and staff satisfaction so you can uncover any elements that may need fixing in the business before you try to engage with new staff.
Review your Job Descriptions & Specifications
- It’s worth taking the time to have a fresh look at all of the supporting documentation around the roles you are looking to recruit for.
- It is common for job descriptions to remain the same for years and contain language, phrases and jargon that are only known internally, making it difficult for people outside your company to understand. Take the time to review these now.
- Looking for people with transferable skills? Make sure you use plain English in your text so that candidates can clearly recognise how their existing skills and experiences fit with what the job typically involves. Write them in the spirit of the culture of your business, whether that be more corporate or a little more creative and quirky. These styles will naturally appeal to the individuals who want to work in that environment.
- Case studies using names and photos if possible, are a great way of highlighting to potential candidates what it’s like to work for you. We are in an era of seeking reassurance on our decisions to try or buy and finding a new employer is no different.
Review your package
- When was the last time you fully reviewed the package on offer to staff and how attractive it is against your hiring competitors? Have you ever asked your team what matters to them?
- Do you give a set percentage pay rise each year and still find yourself hiring on the same basic salary as 3 years ago?
- Take this moment to carry out some research on how your offering compares to others. If you don’t have time, think about using someone independent to do this for you. That’s an added value service that I can and do offer at Aspire Jobs.
- Don’t just stop at salary – look at the complete package. Companies are now fully embracing a suite of extras from cash plans to private medical insurance, discount codes, gym membership and flexible benefits – the options are endless. It doesn’t have to cost the earth and when looked at creatively can be an attractive proposition for potential candidates.
Use a structured interview process
- We have already acknowledged that if you are taking the step to recruit, it is essential to get the hire right. Following a clear, well thought through process will mitigate the risk of making costly hiring mistakes.
- Using structured interview questions will build your confidence that the skillset as reported on the CV, is backed up by detailed examples from the candidate. Gut feel plays a part in the interview process, we get that, but unstructured interview conversations can fail to pull out information necessary to establish the candidates credibility.
- Using the same set of structured interview questions for each candidate gives you the opportunity to compare and contrast applicants based on their reported individual experiences.
Recruitment may have seen a hiatus due to Covid-19 but it is now quickly ramping up. My advice: be prepared, be structured and be positive.
Partnering with a seasoned recruiter such as Aspire Jobs, helps to take the headache out of the recruitment process. I’m here to help and can offer advice to strengthen your systems along the lines of what I’ve written about here.