Solving the recruitment challenge

Recruitment is one of the biggest challenges currently facing HR teams. Attracting and recruiting the right candidate is proving increasingly difficult. They say it’s a job seeker’s market. But just how big is the recruitment problem and what can organisations do to improve their prospects and chances of success?

According to data from the Office of National Statistics, between July-September 2023 there were 988,000 job vacancies in the UK. While this number is down by 4.2% on the previous quarter, it’s still a huge statistic and a massive sticking point for UK businesses

Interestingly, it’s small to medium sized businesses employing between 10 and 49 that are suffering most from the labour shortage. We have several clients in this segment so we’re only too familiar with the problem.

Without a doubt, Brexit and the pandemic have contributed to the number of vacancies. Both have also had a seismic influence on attitudes towards work and what employees are looking for from an employer. The UK government’s decision to implement new measures to cut legal immigration will also likely exacerbate labour shortages, particularly in low paid professions such as care and hospitality.

Skills gaps are another huge contributor to the recruitment challenge. Employers report that graduates are lacking essential soft skills needed in roles, particularly in the financial services sector.

There’s no mistaking the size of the problem. Instead of dwelling on the issues, let’s consider some possible solutions to help your business stand out from the crowd as a top employer.

Are you searching in the right places?

Take time to research the market, profile your ideal candidate, and advertise job vacancies where those people are most likely to see them. It’s a more effective use of resources than the scatter-gun approach to recruitment. Consider targeting specialist recruitment platforms and agencies. Go direct to universities and colleges to headhunt the most promising graduates and apprentices before they reach the open market.

Try skills based recruitment

The State of Skills-Based Hiring 2023 suggests skills based recruiting can reduce the time and cost of recruitment, the chances of recruiting the wrong person, and increase staff retention. When you look beyond qualifications and experience to skills and aptitude you can gain a broader, more balanced view of applicants. Think about adding online skills testing tools, individual and/or group exercises and challenges to your interview and assessment process.

Whilst we’re on the subject of skills, have you considered you might be asking too much of graduates and young recruits? Could the soft skills deemed ‘essential’ to the role be learned on the job? Maybe it’s time to accept you may not find the perfect fit first time, but any missing skills can be taught through training, coaching and mentoring. Prepare a learning and development programme to upskill young talent and you’ll not only cast your net wider, but also attract a different calibre of candidate.

Maintain a positive relationship between HR and the hiring manager

Successful recruitment requires effective collaboration between HR and the hiring manager. Matching business needs to the role and person specification is key to finding the right fit for your business. The same applies to the assessment, interview and decision-making process. Both parties need to work together to achieve a fair and balanced outcome.

Employee Benefits

Deputy’s annual State of Shift Work report asked what motivates people in seasonal sectors, such as hospitality, retail and logistics, to change jobs. Their top five motivators were:

1. Better pay (48%)

2. Flexible working hours (33%)

3. Wellbeing programmes (32%)

4. Health insurance (32%), and

5. Employee Assistance Programme (26%)

How many of these employee benefits do you, or could you, offer new recruits? The ability to provide such benefits could well prove a deal-breaker for a candidate choosing between several offers. It is a job seekers market, after all.

Flexible working arrangements

This post-pandemic trend tends to be more prevalent for younger generations, many of whom admit to declining or discounting a job offer where flexible working is not an option. The rise in requests for flexible and hybrid working arrangements is a subject employers must take seriously if they are to attract the best kind of talent. Take a look at our Flexible Working blog for more on this subject.

First impressions count

Creating a consistent experience for every candidate, no matter what level the role, is one of the building blocks of successful recruitment. First impressions really do count - and we don’t only mean when you reach interview.

Personalising the recruitment process, responsive communication, and keeping candidates in the loop provides a taster of how they can expect to be treated by your organisation. If deadlines change, let all the candidates know. Brief them properly on what’s required at interview, and provide clarity around what you’re offering as an employer (see EVP below).

Manager training is just as important in creating a good first impression. A degree of emotional intelligence is required to put candidates at ease and get the best out of them at interview. Managers need to feel equipped to manage the interview process effectively - both online and in person.

Create an enviable employee culture

It’s always a good idea to keep an eye on what your employees are saying about your business on social media. Sites such as Glassdoor, LinkedIn, Indeed, and The Job Crowd are good places to monitor employee sentiment. One or two negative reviews could put off potential candidates from joining your business. Employees want to feel valued and recognised and looked after at work. A culture of trust, openness and empathy is key to making this happen.

Employee Value Proposition (EVP)

Generally part of employer branding, an EVP sets out the culture and benefits you offer as an employer and the actions and behaviours you expect from your employees in return for investing in them. EVPs help to attract the best talent by being clear and upfront about your expectations. Your EVP might touch on themes such as learning and development, working arrangements, values and culture. An EVP is a great way to differentiate your organisation in the crowded recruitment marketplace.

Be prepared to fight for top talent

With job seekers in the driving seat, it is possible that top candidates could end up with several job offers to choose from. If you found yourself in this position, what measures would you have up your sleeve to help seal the deal?

If you have followed all the other suggestions in this post, it’s likely all the groundwork will already be in place through great communications, a consistent experience, and an attractive organisational culture, job offer and employee benefits package.

The recruitment challenge will continue to create headaches for managers and HR teams across the country well into next year. Yet there are plenty of actions organisations can take to improve their recruitment prospects and chances of success. With a little creativity and perspective, we’re positive the situation will improve.

Further reading

Enjoyed this topic? Take a look at our posts on Recruitment, Workforce Planning and Flexible Working.

How we can help you

If you’d like to discuss any of the issues raised in this blog, get in touch with us today on 0161 941 2426. We’re here to help.