As the effects of the pandemic start to subside and the UK economy begins to make a recovery, the recruitment industry is seeing a skyrocket in job postings but also a reduction in the number of available candidates on the market.
Hiring managers are turning to recruiters to help fill vacancies quickly, however, with GOOD candidates becoming pickier about where, when and how they want to work it’s turning into a challenge to attract the right talent.
In this blog, we’ll be talking about how to navigate a talent shortage and attract the right candidates for your job vacancies.
It’s important to stay flexible and have an open mindset when looking for talent. Consider your transferable skills and recruit based on candidate potential. Opening up to a larger talent pool of candidates can allow you to interview experienced prospects who can become valued assets to your company. Another strategy includes embracing flexible working options. This allows an organisation to not only retain critical skills but widens the pool of potential talent to include those that need flexibility to remain in the workforce. At Source Talent, we are finding that clients who have the agility to be flexible are more likely to succeed in the current war for top talent.
Although traditional job boards may have worked in the past since the pandemic, candidates are looking for new ways to find vacancies after spending more time online. If you want to find the right talent, it’s time to be direct, proactive when recruiting. Try using social media or a career/campaign website to attract your candidates. Be proactive with your talent mapping and use headhunting techniques, for more information and free help on this contact Rikin directly on rikin@source-talent.co.uk or take a look at our previous blog - https://www.source-talent.co.uk/hiring-for-a-niche-vacancy
Employees can be driven by a number of factors such as salary, childcare flexibility, remote working, career development opportunities, use these factors to connect with your prospects. What’s more, investing time into your candidates can also allow you to see if they’d be a good match for your company culture! Focus your pre-screening process around understanding the individual and connecting with them with detailed conversations. Be considerate.
Developing a talent pipeline when not hiring can be used to identify potential candidates who can be approached when vacancies arise. Keeping hold of a detailed talent pool can help you develop relationships, reduce your time to hire and minimize business disruption. The market looks set to be tough short - mid term so now is not too late to nuture relationships with leading talent in your market. For our FREE guide on talent pipelining, email sanchia@source-talent.co.uk.
Having a clear and concise road map in place before hiring can allow you to find the best talent during times like these. This road map should include the opinions of your hiring managers, make use of your recruitment KPI's and identify past hiring patterns. Improving your ability to identify skill gaps or comparing skills within your organisation will decrease the initial decision time required and speed up your hiring process. The effective use of temporary assignments should also be considered where applicable.
Sometimes the best talent can be hidden under your nose, invest in education and training and allow current employees to move through the company or switch departments to share their knowledge & advance their careers.
If you require any further assistance get in touch with our team on 0115 786 0443.
