Looking into a new year comes both new challenges and new opportunities, the recruitment market is no different. With more than 40 years of experience between us at Howie White, we would like to think we know a thing or two that may help you to tread the minefield that is recruiting new team members.
So, you have a position to fill? Any business wants to attract and then employ the cream of the crop for their available roles, but how do you attract those premium candidates, the ones who will show passion and drive not just in their interview, but in their role for years to come? At Howie White, we believe a pro-active rather than passive approach tends to land the best quality of candidates. With a plethora of job sites on the internet, it can be tricky to decide the best platform for your advert. We prefer to use our extensive network, spanning all industries, and having discussed what skills or experience are a ‘must have’ and which are a ‘would like’, to find those stand out candidates.
Once a shortlist has been decided, with unemployment at an all time low, it is imperative in this climate to get things moving. A lot of employers lose candidates during a lengthy recruitment process. We suggest setting out the full process, along with rough timescales at the first opportunity. Adding extra stages, and extra time, can lead to the best candidates being offered something better elsewhere. It is also key in an initial interview to really sell your business to the candidate. As important as the salary package is to the candidate, so too is the culture and reputation of the business. A candidate should have a clear idea of the role and the business’ activities prior to the interview based on the job spec and their own research however, it is in the interview that they will decide whether they can see themselves working there.
It cannot be denied that at present, there is a definite candidate driven market, candidates are in the driving seat and looking to command more than just a better salary. This means employers need to be looking at what else they can offer, not just the figure on the payslip. The good news is that this doesn’t have to be a costly venture. In an evolving working world, you don’t have to go ‘full google’ and install a slide, but there is a lot to be said for, and a lot of value placed on – flexible working hours, company discounts or even Christmas parties for employees’ children.
Once an offer has been made and the benefits package explained, employee retention is key, most employees look to leave when growth of their role within a business appears stunted. Although there are many who decide they want out when they don’t feel that they have a strong working relationship with the management team within the business. Taking both of these into consideration, as an employer; regular reviews, with targets and personal development plans with clear outcomes and benefits will go a long way. As will taking a genuine interest in the people you work with and who work for you.
If we can give two pieces of advice, it is to; remember why you hired this person, and that ultimately, everybody wants to feel valued and responsible within the role they play in a business.