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2022 saw a lack of suitable candidates applying for each role and on top of this the withdrawal rate was higher than ever before for a lot of roles being recruited for. How do you deal with this whilst recruiting? 
The current recruitment market is a tough place to be for employers. It is a candidate’s market which means they have all the decisions and choices, not the employers. We have identified how this is affecting hiring managers ability to recruit effectively and what you can do about it. 
 
 
 
Salary Expectations 
In the 2nd half of 2022 growth in average pay was 6.2% (4.3% excluding bonuses) and with the rise in inflation over 10% - candidates are looking for pay rises of at least this. Here is how, as a hiring manager, you can work with this during your recruitment process: 
 
Recruitment has been challenging in the first half of 2022. Three-quarters of companies are expecting to recruit in the next three months and from the latest East Midlands quarterly survey over 82% of companies are finding vacancies hard to fill what candidate behaviours can you expect to see currently? 
At Emerald Starfish we are seeing several unique candidate behaviours this year. 
 
1. High levels of applications but low levels of commitment. 
 
We are still seeing a high level of applications for the roles for which we are recruiting. However, when we come to book in candidates for interviews it is like handling a leaky bucket. Candidates don’t return calls and they will agree to attend an interview and then not show up. The key here is to make sure that you react quickly. Visit your candidate pool daily to review new applications. For any candidates that meet your criteria make sure that you speak to them quickly. As part of your interview process ask candidates whether they have any other offers on the table and whether they would have any reservations about taking your role. You don’t want to waste time with candidates that aren’t serious about your role. 
 
Do you have a recruitment need in 2022? Are you struggling to find the best candidates for your roles? Are you wondering what is the most effective way to secure the best candidates in the current job market? Here are our five top tips to help you. 
 
 
1. Keep the process brief: 
 
Candidates are generally in the lucky position where there are lots of suitable jobs. You would be right to assume that they have the opportunity to interview for lots of positions. Make sure that you communicate clear, short time lines so that your candidates understand when you will be making your decisions. 
What are the advantages of using an RPO or in simple terms using an outsourced company to do your recruitment for you? And what are the benefits of working in this way? 
 
We get asked a lot why a business should use a company, such as Emerald Starfish, to outsource recruitment on a fixed, retained agreement. It is a fair question and our answer is… we believe there are significant advantages to using a retained recruitment model or RPO. We think there are 8 main advantaages: 
 
1. A consistent process: 
An outsourced recruiter will have an established, defined process already in place. Using their proven and effective techniques it will save you a lot of time trying to establish these yourself, making it easier for you and your hiring managers to follow progress and understand how the process is developing at any given time across one or multiple departments. 
Competition for candidates is currently high. There are lots of job opportunities for great candidates currently. How can you persuade the right candidate to take your role over the others that they will be interviewing for? It also starts with your first impressions… 
 
Why should you send out a candidate pack? 
 
This information is sent out at the start of the recruitment process. Ideally, when you are confirming the first stage interviews. This is an often-missed opportunity to start to sell your company to your candidates and will also reduce the length of time spent at interview telling them about the organisation. It means that you get more time to spend; asking the candidates about themselves and their suitability for the role. 
 
What company information should you include? 
Our guest blog by Lindsey Marriott, co-founder at Specific Learning & Coaching Ltd, tells us the importance of culture within an organisation and why you should be surveying the culture of your organisation writes: 
 
The culture of any organisation has a direct impact on commercial performance. Big statement…but there is a wealth of data to show that great employee engagement, creating a cohesive, positive and empowered team is the key driver to improving that performance and helps to reduce absenteeism, attrition, improve presenteeism, productivity and customer satisfaction. 
 
So -what’s the difference between a culture survey and an employee engagement survey? 
 
In reality, nothing…it’s the collective team including senior and other managers throughout the business that create the culture – so gauging what they think and how they feel is the first step to understanding your business culture 
If you are looking at recruiting in 2022 do you understand the market that you are entering? 2021 has been volatile within the world of recruitment with the market being candidate-driven, rather than employer-driven. What are the top challenges can you expect to face if you want to increase your workforce in 2022? 
 
1. A Candidate Driven Market 
 
Candidates are still in the driving seat as we enter 2022; this means that they are in control. Candidates are likely to be considering several job offers and will have the pick of the roles. As an employer, this can be frustrating as candidates may accept your offer, only to turn it down later, or take a while to decide – again, as they are waiting to consider all their options. Make sure you offer quickly and spend time talking through the whole package with them. What can you do to make sure that they accept your offer over others they may have? 
 
Recent data shows that 33% of the workforce leave their job before they have crossed the half-year mark. Whilst this can be an opportunity to capture key talent in the marketplace it is also a challenge for employers who want to retain their existing workforce. Retention starts at day 1 of the onboarding process (if not before), so how can you maximise your recruitment investment, reduce the impact of staff turnover and benefit from the existing talent that ultimately owns your customer experience CX? 
 
Our guest blog by Charlotte Green, Founder at Specific Learning & Coaching Ltd, a specialist learning agency that use The Specific Method, which is a blend of insight, training, coaching and mentoring to develop leaders explains what you can do to improve your retention levels and become known as a ‘great place to work’ through implementing a successful employee onboarding process. 
 
Make sure you effectively introduce new employees to the Company Purpose, Mission, Vision and Values 
 
Implementing standardised operational checklists and templated documents as simple as it sounds, enables key people to follow a process through the cross-functional areas of your business and offers important support and a step-by-step approach that is clear and easy to understand. Imagine the overload of information within the 3 6 and 12 week period. 
In the current market, Candidates are King. They have the choice of positions and as an employer, you need to woo them. In the past recruitment has been very much a formal structured process, often without character and personality. 
 
60% of UK companies use an assessment centre process as part of their recruitment. It gives you a more objective view of candidates and can include more work-based assessments to give a better indication as to which candidate will be the best for the role. Assessment centres are accepted as being fairer than a standard interview process as more information is collected on each candidate. 
 
If you are using assessment centres, how can you use them to convey your values and the culture of the company to effectively sell your job opportunity over other roles that they may be applying for? 
 
 

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