“Employees are a Company’s greatest asset. They’re your competitive advantage. You want to attract and retain the best; provide them with encouragement, stimulus, and make them feel they are an integral part of the businesses mission”
In the current economic climate, the employment environment is very much directed towards employers. As roles become competitive and candidates are having to rethink hoe they apply for positions, this includes how they sell themselves. However, there is a move to looking for people with so called “relevant experience” within specific industry sectors.
Taking this into account may in some areas be a necessary requirement. Again however, this should be challenged.
If an employer is looking at growing their business or diversifying into new services areas or new product development, then more emphasis should be tailored to what a candidate can bring to the business.
This could include:
All these attributes can bring new vision and fresh ideas. Closing down your candidate pool can impact on how growth of your business can be restricted.
When recruiting new people, look at what you need from your employees, whether this is just a simple task or a more complex role.
You will also need to think about how you will sell the role and your business, please bear in mind that at this time employers do have the privilege of being able to be more choosey, but when recruiting remember that inclusion, diversity and equality are very much in the mind of all candidates and their experiences now, can affect any potential recruitment you have to make going forward.
“A bad experience will always be remembered, but good experiences are not always recorded”.
We all know how time consuming the recruitment process can be, so we try to look at the best solution to support our business through this process again this can be:
· Social Media
· Employee Referrals
· Recruitment Agencies
· Job Fairs
These tools are (in some cases) very good, unfortunately unless you as the potential employer look at your business, what is required and where necessary competencies. Incorporate into your job descriptions and job adverts the main duties of the role, what are the essential skills required for the role, professional or technical qualifications.
Think about the necessity to expect industry sector knowledge, as most business have processes in place that support new starters and induct them into the business, acronyms can be picked up and if any employer or recruitment consultant is totally honest and transparent they will admit that they will never interview a candidate that will be a 100% fit for the business there will just be a need to see what (if any) training needs are required to get you preferred candidate up to the level that the business requires.
Always enter the process with an open mind, you do not necessarily have to engage with external sources if you feel that you have an internal team that can handle the process effectively. All hiring managers should be trained in recruitment, selection and interviewing. Alongside this they should also be trained in non-bias recruitment.
There is within the UK a huge bias which has been identified in many papers and this is especially prevalent during the recruitment process, it also impacts on promotions so being a totally inclusive employer starts with your recruitment of new employees. Ensuring your company adopts inclusion, diversity and equality across the whole business and working to promote zero tolerance against discrimination. This will give you a competitive edge on your competitors and make you an employer of choice rather than necessity.
Having relevant job descriptions that are reviewed regularly (whenever you need to recruit) and any adverts are written to specifically show the requirement for the role you are advertising will show you commitment not to mislead potential candidates.
Ask yourself questions about why you are needing to recruit and why you are not getting the right candidates.
1. Why are employees leaving the business?
a. Is it that they are not challenged;
b. Are they engaged with the business objectives;
c. Do they see development within their role;
d. Is the role they do the one that they were employed for;
2. Do you carry out reviews on new employees get feedback on the whole onboarding process?
3. What do you need to change to make the whole process more employee friendly?
4. Use all feedback proactively to improve your processes.
Make sure that your recruitment process is fair, consistent and most of all transparent.