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How to hire in times of a candidate shortage value around collaboration? Share benefits and most importantly, be clear on salary. Think about the best way of getting engagement for your job post and invite your team to share and comment on any adverts on their own professional social media platforms. There’s nothing better than an in-post advocate to endorse that you have a great place to work. How can I turn a shortlist into a new recruit? The market is moving at a fast pace, so by condensing the process, you won’t let that perfect candidate slip through the net. If you see someone that fits the bill, then make your move or risk losing them to another role. Yes, you may only get one really strong applicant but don’t be afraid to make an offer on a shortlist of one.
With candidates becoming more discerning over the roles they aspire to and are in fact willing to take Nel Woolcott, Managing Director at Peterborough-based Anne Corder Recruitment, offers some advice to employers on overcoming current industry challenges of hiring during a candidate shortage. Why is it such a tricky market to recruit in at the moment? Coming out of Covid employees have proved they can (and in some cases, prefer) to work from home, which puts businesses insisting on full-time in-person attendance on the back foot. There are a record number of vacancies advertised in the UK, which is resulting in skills shortages. Post-pandemic, people are becoming more discerning about their choices - looking for more money AND a better work life balance. How can I attract candidates to my vacancy? Be absolutely clear about what it is you are offering – transparency is a key factor, starting with clarity in job adverts around what the role is, and what the person would be doing. If the post requires mandated 100 per cent office attendance, then make that evident but share the reason why – can it be linked to a
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If after a week you have only one applicant that you can see working, don’t wait - it is likely that person will get snapped up and you’ll miss out on a potential starter. Offer at the advertised salary – move quickly with paperwork – focus on your candidate’s experience. If someone feels engaged and energised by a swift and slick process, they are more likely to join on day one. How to counteract the counteroffer? Ask the question at interview – what would you do if there was a counteroffer from your current business? and record the answer. Be consistent with communications and stay close to your new hire throughout their notice period. Candidates are particularly vulnerable during this period and it is highly likely that their current employer will be in contact with them every day to express that they don’t want them to leave. How can I maximise relationships with my preferred agency supplier? Definitely a time to go exclusive – when the recruitment market is operating at this pace you need your agency to work for you. Bring them into your manpower plan, skills risks and get them to start building pipeline and talent pooling. That way, when the inevitable happens you should have an expert on hand to deliver your shortlist, save you time in the search and selection process, and ensure that you don’t leave the team shorthanded for longer than necessary.
