The labour shortage in the UK is something that is affecting almost every business. As a recruitment agency, we too are finding the search for candidates the most difficult it has been in years!
There are fewer job seekers looking for a new role and despite the end of the government job retention scheme (furlough), the candidate pool is still much smaller than it was prior to the start of the pandemic.
So what do we recommend to ensure your business finds and recruits the best talent?
Before you start recruiting, review the job position and how it fits into your business so you can be clear when creating your job description and person specification. These documents are essential as they can be used throughout the whole of the recruitment process to ensure you employ the right person and follow employment law guidelines when selecting and interviewing candidates. They are also what you need to share with your recruitment agency of choice so they completely understand the job function and to allow them to match candidates with the right skills and experience. A detailed job description and person specification can be used to create an effective job advert, to ensure it is seen by the right candidates and it sits as high as possible on google results and job board listings.
Review your salaries and benefits
Currently, candidates are controlling the job market and are being more selective about the jobs they apply for. Are you paying the ‘going rate’ for your area? Starting salaries and temporary staff wages have risen at the sharpest rate for 24 years, a recent survey has suggested, and some sectors are seeing wage inflation of 20% upwards. Whilst salary is still a deciding factor on whether a candidate accepts a new offer of employment, job benefits are playing an important part in their decision making with more onus on flexible working, wellbeing and training and development than ever before. Job seekers often have more than one opportunity to consider and the extend of job perks and benefits can be on of the top criteria used to make a decision on whether to accept a job offer….or not!.
Make decisions quickly
Once you decide to start the recruitment process, the quicker you can make decisions, the less likely you are to lose candidates who have applied for jobs or receive more than one offer of employment. Businesses who have a streamlined, structured, and timely recruitment process are the employers who are currently successfully recruiting into their teams.
We would also advise pre scheduling your interview slots in advance, especially if there are several people involved in the interview process, so once you receive applications or CVs from your recruitment agency and have reviewed them, you can confirm interviews with the top applicants sooner rather than later!
Be prepared to compromise
Can you make any compromises with hours, salaries, bonuses, or other benefits that make your vacancy more attractive? With a record number of vacancies being advertised across all sectors, competition for the best talent is fierce. Making small compromises can make all the difference. An extra days holiday on your birthday, free, fresh fruit Fridays, wellness programs – these can make all the difference to whether you receive an application from the perfect candidate for your job!
For help with employment and recruitment strategies, advice on advert writing or workplace benefits, give Lynne a call on 01722 334433 or drop her an email.
