Recruiting Professionals in a Candidate-Short Market

Posted on 2018-06-15 by Ri Web


The current recruitment landscape favours candidates. With a shortage of applicants with the key skills required, those who possess ‘what it takes’ have the power in their hands.


The 2017 jobs outlook survey conducted by the Recruitment & Employment Confederation (REC) revealed that 48% of UK employers expected to face a shortage of suitable candidates to fill the permanent job vacancies.


Former REC Chief Executive Kevin Green commented:


“Employers are raising the red flags over being unable to fill the jobs they have available. We urge the government to take this issue seriously when considering changes to immigration policy. Limiting access to skills and talent from abroad at a time of severe candidate shortages will risk future prosperity for all.”


The recruitment process can be a long and tedious one for applicants. To keep up with the fast-paced market and attract the best candidates before they’re gone, hiring managers need to move quickly within the recruitment process.


We take a look at four key steps to help improve the recruitment process and identification of the best fitting candidates:


  1. Be clear on what you’re looking for

As a hiring manager, you will be swamped with endless CVs. Because of this, it would make perfect sense to tailor your choice of ideal candidate, to make your job more manageable.


This stems right from the start of the process, beginning with the job advert going right through to the role itself. Make sure you are completely clear and precise with exactly what is needed. This will reduce time and allow the focus on ideal candidates. This can be achieved through a well-developed job advert, that explains the job role, key skills required and the necessary experience.


It’s also important to take time in developing the job role itself, looking at what is needed to support the organisation. This will then aid the search in finding the ideal candidate. The more information you give, the more likely you will find your ideal candidate!


  1. Offer more

With candidates facing multiple job offers, it’s important to attract them to your organisation with more than just a salary. Younger employees (millennials /generation Z) seek other incentives such as flexible working, pension schemes, financial incentives, training, technology and more!


In short, make your offer so attractive that they can’t say no to with a company culture to match.


  1. Use the technology

The digital world is now upon us – so get involved or face falling behind. With an ever increasing number of websites, platforms and email systems available, the possibilities for candidate attraction are endless!


Make sure to broaden your reach by targeting candidates in a number of different ways – such as job boards, social media posts and engaging content. Use the tools available to you, connect, stay relevant and succeed!


  1. Opportunities for progression

Career progression opportunities are key in attracting and retaining the best talent. Young professionals attach high importance to career progression and having something to aspire to and achieve is a major personal motivator for many!  Presenting clear routes to progression is just as important as any other aspect of a role.


By offering clear, rapid progression schemes for top achievers, you are likely to attract those hungry for success.


We hope you have found the above useful! To find out more or to discuss candidate attraction for your roles, please get in touch with us on [email protected].

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