With the current competitive job market, everyone is struggling to fill their vacancies, even more so in the skilled areas. To compete for the best staff, companies are having to come up with new ways to attract talent, catering to what is essentially a candidate driven market, and getting the edge on competitors.
When recruiting, have you considered the following….
Think of your company image and perceived values – how would this appear to a job seeker, and how does it compare to your competitors. Employer brand is increasingly important, the last two years have seen the working environment becoming more flexible, and applicants are now asking how good a company is to work for. It is important to create a focus on the significance of your employer brand and invest in the happiness and well-being of employees. This is of extra importance in a small community like Jersey, word travels fast, and there is no better recommendation than the happiness of your existing employees.
What does your company offer in terms of career progression, training and development? Job seekers today are looking for opportunities to learn new skills and develop existing ones, with many candidates rating this as an extremely important factor in their job search. Offering support to gain qualifications will also help with staff retention and will enable existing staff to upskill into more senior roles, another way to fill that talent shortage.
Offer Flexible/Hybrid Working
If the last couple of years are anything to go by it has shown how we have the capability to adapt, both as an employer and employee, especially when the “work from home” model was enforced. Although this may have been greeted with reluctance by many, it has proven to be successful. Going forward, a large number of companies are adopting a ‘hybrid’ working policy as standard, and we are increasingly asked by candidates what options an employer is offering in terms of remote working. This is also true around flexibility in general – the best employers recognise that to attract and retain the best staff they have to offer working arrangements that can fit around life’s other commitments, so flexible hours are accommodated much more frequently.
Preparing for the Future
Be prepared to think ahead when identifying your staffing requirements. What growth is predicted for the next year, two years… five years? Can you take on trainee level staff now to meet this need? Or can you provide additional training to existing staff to upskill them in readiness? Some companies are even forging links with universities to engage upcoming talent in advance.
Personalise the Candidate Experience
Finally, remember that in a candidate driven market you will not only be interviewing the candidate, they will be interviewing you! Ensure that your interviewers are prepared, and ready to create a positive image of your employer brand and working environment. Recognise each individual’s strengths, experience and goals, and tailor the interview experience to show what you can offer them and why it is better than the company next door!
Finally, even if you don’t make an offer, you want every candidate to leave your firm with a positive impression, treat them as you would want to be treated yourself – not only will this leave the door open should they wish to apply in the future, but it’s also what they will tell friends and family about your brand, and you only want a positive message to be given out!
If you would like our assistance to fill your vacancies contact our team on email@example.com