The perfect storm of COVID-19 and Brexit presented unprecedented recruitment challenges in 2021. And, with ‘the great resignation’ putting further strain on the talent pool, 2022 will be no different. If you want to stay afloat and meet your staffing needs in a post-pandemic world, a solid recruitment and retention strategy is critical.
But what does this entail? And how do you ensure you keep one step ahead of the competition? We have an idea or two…
1. Tighten up your job description
Your job description is likely the first (and potentially only) interaction a candidate will have with your business, making it essential to learn from best practices and ensure it’s relevant. In today’s candidate-driven market, transparency is everything. So, clearly outline only the absolutely necessary requirements for the role, avoid overusing jargon, and highlight the potential for professional growth.
The language you use in your job description could also impact your hiring and how people perceive you. As such, it’s important to avoid gender-specific pronouns (he/she) and instead refer to a candidate in second (you) or third person (they). We recommend scanning for unconscious gender bias and inappropriate terminology several times before your job posting goes live. After all, it’s better to be safe than sorry!
2. Ensure the candidate journey is smooth and consistent
A successful recruitment process is all about the candidate experience, and if you’re losing prospective talent, multiple-round interviews could be to blame. Interview processes that consist of more than three stages often discourage top talent from progressing further. Ask yourself: would you sit through several rounds of interviews with several companies? The answer is likely no, so keep things short and sweet!
Another vital question to ask yourself is: how long does it take you to make a hiring decision? The best candidates won’t wait for you to mull things over. If you’re genuinely interested in a candidate, you need to be proactive by communicating with them regularly and providing feedback at every stage of the interview process.
3. Don’t lowball your offer
As obvious as it may sound, when searching for the perfect candidate, you should only offer what you’re willing to pay. Don’t waste time interviewing people you simply cannot afford or, equally, interviewing people who have unrealistic salary expectations. Make sure your offers are at the right level to avoid counter-offers or losing candidates to your competitors.
How do you go about doing this? It’s simple! Understand what the role you’re hiring for is worth. We’ve covered the latest UK and US contract and perm salary statistics in our RPA and IA recruitment market report for 2021-22. If you haven’t already, download the free guide today for details.
4. Think about the wider package
Of course, a salary isn’t the only factor a candidate considers when weighing up a job offer. This is especially true for Gen Z talent. Incentives such as flexible work schedules, remote/hybrid working models, and other benefits and rewards can help sweeten the deal for potential employees while keeping your existing people on board.
The opportunity to progress within a business and learn new skills is also an important consideration when it comes to choosing from employers, and it affects satisfaction rates while on the job too. So, while benefits packages are certainly attractive, investing in training and identifying progression opportunities could mean the difference between hiring top talent and missing out.
5. Work with a talent provider
If you’re struggling to attract top talent or you simply don’t know where to begin, it may be time to partner with a specialist talent provider. We have an extensive network of technical professionals and can fill your perm or interim roles in as little as 48 hours. We’ll also check in during the onboarding process to make sure things are progressing as they should, and to keep drop-off to a minimum.
Don’t believe us? Try us! Get in touch with us using the details below or fill in the form on our website.
Telephone (UK): 01908 382 398
Telephone (US): +1 (628) 254 5056