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Posts tagged “Recruitment Strategy”

When searching for a new employee for your business it is essential to consider the key attributes that define exceptional recruitment. Three vital qualities that contribute to great recruitment are: 
 
Communication – a recent poll carried out has shown that ⅔ of candidates commented that poor communication negatively impacted their recruitment experience. ⅓ of these candidates also turned down a job offer due to the quality of the communication. Therefore, excellent communication is vital to successful recruitment. 
• Be a finisher/completer – ensure your recruitment process not only starts well but, more importantly, successfully concludes. A comprehensive process from start to finish ensures you attract and retain top talent. 
• Persistence – Candidates seek acknowledgement and positive engagement. Woo and flatter them!! If a candidate isn’t sure about a role or doesn’t come back first time persist and continue to chase them. 
 
Now you’ve considered the qualities that contribute to great recruitment, you need to look at the 5 little known habits that are needed to recruit successfully. 
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? 
 
You are probably planning for 2021 now. It is also a great time to start planning your recruitment for next year. If you haven’t ever done a workforce planning exercise for the year ahead, read on as to why you should and how to go about it. (and it’ll make your life a lot easier!) 
 
 
 
By looking at your workforce needs over the next 12 months, means that you can plan your recruitment in a more proactive, rather than a reactive way. If you know what your business plans are for the next twelve months then you can plan to recruit the right people to help you deliver your short and long-term organisational goals. 
 
So what 4 points should you consider? 
 
Start by assessing your current situation and reviewing your current workforce. Who do you currently have that aren’t quite at the level that you require them to be? Regularly, when working with clients, I hear managers talking about people who they know are looking for their next role, or are under internal performance measures. What is the likelihood that you are going to lose these people in the next 12 months? Put these expected vacancies into the plan. 
 

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