NINE RECRUITMENT TRIP-UPS YOU CAN’T IGNORE IN 2021
The world changed last year, and we all reckon we have a better handle on it now. The trouble is it keeps changing and it may be changing faster than your expectations.
Counter offers are back - We see this more than ever. Employers caught napping, not looking after staff or not sorting out pay reviews will lose people.
Multiple offers are now common - Make your best offer straight away and earlier than the competition. If you are waiting to hear from your offered candidate you probably went too low.
Salaries are too low - No one had a pay review last year and many accepted a drop. This needs correcting to avoid leavers. Lower salaries will not be put up with for much longer. Review, or risk losing people. There is a lot of variation currently, which will be covered with our next Salary Guide.
Delay kills recruitment processes - Don’t delude yourself that good candidates will hang around for you. Recruiters are bemoaning this across LinkedIn and we see it ourselves. We have addressed this with our ARVIEW solution incorporating advanced video interview tech to speed up the process.
Scarcity is back - The skills shortage eased a bit in 2020. Now with offsite growing at pace, skills are in short supply and this will get tougher than ever with a lack of overseas candidates.
Time to think more broadly - A growing industry cannot just shuffle the pack. You need to consider candidates from different sectors who can cross with least effort and training. Many can successfully move into quite different roles – when we look at the backgrounds of some of our best candidates they often originated in a different sector.
Treat candidates with respect at interviews - We are moving to a candidate short market and a world where respect and wellbeing is now recognised better. You need to sell your culture, company and opportunity as well as treating candidates as a valued friend.
The competition is after your people - They are approaching them on LinkedIn and anywhere else, via in-house recruiters and agencies. It is a fact ignored at your peril.
Keep facilitating flexible working - We are seeing companies moving staff back to the office without really explaining why. Flexibility will help keep and attract people. Why not survey your staff asking where and when they would like to work?
