Talent Shortages, Recruitment Failure and How to Succeed
May 15, 2019 . 11:53 am
For business leaders experiencing country wide skill shortages, the knock-on effects of key recruitment failures are far reaching, costly and damaging. Experienced IT Recruiter Langley James offers valuable advice to help attract and secure desirable talent ahead of the competition.
The latest UK Recruitment Survey from the REC and KPMG reports that although the number of vacancies becoming available slowed in April, many recruiters and employers are struggling to cope with fierce competition for quality candidates.
Failing to recruit on time can hurt. Commercially, a business can suffer downtime, missed deadlines, reduced quality and disappointed clients or customers. Further operational problems appear following increased pressure on staff to pick up the slack causing stress, resentment and general unhappiness. Mistakes, complaints, sickness and even resignations inevitably follow heaping more pressure on you to steady the ship by finding that key hire.
The problem is demand. Quality candidates have an abundance of choice and rarely need to take a job out of necessity. Not fully knowing their market value, diaries rapidly fill with interviews and quickly find interesting opportunities. Savvy employers make great efforts to deliver attractive recruitment propositions from branding to interview content aimed at convincing people to accept job offers. Put simply, any company failing to do this will risk missing out.
Ok, so what can we do about it?
Firstly, let’s start with the target audience. With most people employed these days talent targets are likely to be passively interested and relatively happy in their job, which means your vacancy positioning needs to change from a mere job to fill to an attractive career opportunity.
Quality candidates interested in career opportunities want to:
– hear the company and career path vision in order to imagine joining the journey
– understand clear objectives relating to the business problems requiring their skills
– trust you as a manager and leader
– feel valued and rewarded both personally and financially
– develop their skills and/or progress their careers
– be heard
– work with talented people with a shared interest in personal growth
– Enjoy a positive working environment
Ask yourself, does my current recruitment agency brief, job description and interview content deliver on these points?
Next, lets lose the mindset that people should count themselves lucky to interview with you. In a talent short market it’s actually the other way around and so anyone subjected to a hard nosed poker game of an interview is likely to switch off. Instead, create candidate desire by forming a warm and welcoming pitch just as you would sell your own products or services. Focus on the employer features of your company and the benefits of joining you – ideally delivering on what a quality candidate wants. Make people want your job before asking them to jump through the selection process.
Speaking of selection processes, during times of high demand avoid forcing people through unnecessary testing and long winded, multi-stage interviewing. Look at improving the interview itself and reduce the time between interview and decision.
Finally, recognise the seriousness of your need and look to offer a salary and package that reflects that. Cast aside the ‘that’s what we pay’ mentality, recognise the true cost of failing to recruit and instead focus on doing what it takes to win.
Ultimately winning the talent race comes down to how a person feels so, make changes to your approach aimed at creating a positive selection experience. Make people feel good and you’ll stand a much better chance of getting your job offers accepted.
Our expert IT recruitment consultants are here to take the pressure off you when recruiting someone new. We liaise with candidates with the utmost care to ensure that their candidate experience is a positive one. Call us on 0207 788 6600 and let us help you Recruit Someone Worth Recruiting.