Recruit and Retain

The Covid-19 pandemic and its ongoing effects on the labour market have compounded the war for talent (a term coined in 1997 by Steven Hankin). In 2021, industry saw between 26% and 40% of their employees looking to change roles. This has meant that many HR departments up and down the country have been very busy and continue well into 2022.

Studies show that 75% of jobseekers place a lot of consideration on the employer's brand before they take the time to apply for a position. A companies’ online footprint and the story it tells, is critically important. Do you have testimonials of happy employees on your website? Are your social media accounts positive and upbeat? Do your Glassdoor reviews paint a good picture?

So how do you become a company people want to work for? It is simpler than you think – give candidates what they want. It is important that you consider the influence the market and environment have. By this I’m referring to what works best in this modern-day society. Long winded application forms; not being transparent about a salary for the role; asking what salary candidates are on before selection and getting candidates to ask questions when applying, is and will continue to turn people off.

We operate in a fast-moving world. Think back to May 1997. Can you remember why? As a clue, you are more than likely to have done what happened in that year.

Internet banking was introduced in the UK.

Many of us won’t remember when it came in but it has become part of our everyday lives. It’s quick, it’s easy, it’s hassle free and nearly all of us do it. So why not make applying for your vacancies the same?

Candidates want a process they can complete in as few steps as possible. Even better, they want to be able to complete it from their mobile phone. Ease is the key.

I work with clients whose recruitment processes do not reflect modern times. They get candidates to answer questions on their application form such as ‘why do you want to work for us?’, ‘what is it about our company that attracts you?’ Asking these up front seems at odds with the interview process itself.

Recognise where you are going wrong – no company is perfect. You should be doing your best to develop critical awareness of what professionals in the market like and dislike. Ignoring your shortcomings will mean you continue to let top talent slip through your fingers. Whereas retaining talent is one of the clearest returns on investment a company can make.

If you want to nail the war for talent for your business and be known for a hassle-free, modern recruitment process, get in touch via HRhelp@ihrsolutions.co.uk, call 01604 709509 or visit our website, and let me and my team share our recruitment bundle package.