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Posts from May 2021

Being at the forefront of recruitment and active in the current market we are seeing some interesting and surprising candidate behaviours. None more so than the activity that we are seeing from candidates en masse currently. 
For many, it will seem surprising that rather than seeing a large active candidate pool, it is the opposite. Applications per job are down and the number of quality candidates is also lower than expected. So, if you are recruiting – what can you expect to see? 
 
1. Indecisive candidates 
Quality candidates will be holding job offers from more than one employer, and in a change to previous behaviours, more candidates are accepting more than one offer and then taking time over their decision as to which one they will finally take. To help them decide to take your role, make sure that you are keeping close to them and helping them with any outstanding questions that they need answering to help them with the decision-making process. It’s not about rubbishing any other offers they may have but about showing them how you will support them and offer them stability as they are forming their first impressions – values that have come to the forefront for many candidates during this time. 
 
 
As we are moving away from lockdown and through the pandemic, we are aware that the number of jobs is increasing, but surprisingly the number of candidates is not. If you find that you are recruiting now, what can you do to ensure that your preferred candidate takes your role? 
1. Increase your candidate engagement 
Over the last 18 months, there have been some significant shifts in recruitment to manage the need for new staff. We are all aware that recruitment has become even more remote with interviews being carried out remotely either using TEAMs, Zoom or specialist recruitment platforms. However, this can lead to your candidates being less engaged with your processes and therefore your company, which can lead to rejections by candidates at the offer stage. If you are running full remote recruitment processes make sure that you offer the opportunity for candidates to engage differently. Maybe send them a pack pre virtual meeting containing a coffee or tea bag and a biscuit or cake so that after the formal interview you can invite them for a quick coffee to answer any questions that the process may have thrown up for them? Give them your mobile so that if anything comes up during the process, they can speak to you directly rather than having to go through the recruitment agency. If you build these relationships now you will be more successful in attracting and offering to the right candidates for your business. 
 
 
Three fifths of the workforce work within the SME sector, yet when you look at recruitment providers do you see half of them offering to recruit for the SME market compared to corporate? The truth is recruitment is mainly offered as a one size fits all offering – yet the needs of an SME are very different from the corporate sector. If you are an SME looking to recruit, are you aware of the differences between your roles and those in a more corporate environment and what should you be considering in your recruitment process? 
 
 
SMEs are more likely to have roles that offer a breadth of experience and require a range of skills that need recruiting for. 
 
A job role is more fluid within an SME as often the company is growing quickly, and people and processes need to adapt quickly to the regularly changing environment. Corporate positions often have a more defined structure and career pathway through the company. How is your recruitment provider testing candidates to demonstrate their ability to be flexible and adaptable within a role and willing to take on extra responsibilities? 
 
 
 
 
If you think you might need to lose some staff this year, have you looked at the benefits of using an outplacement provider? They can support the positions that are being made redundant, but also those staff that will remain with you. 

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