Why are the best candidates going to our competitors?
Recruiting is now a candidate’s world, gone are the days when an employer had a plethora of people to interview, all fighting to work for them.
Now candidates are judging you as much as you are them!
Unemployment rates are at the lowest they’ve been since 1974 at only 3.9%*, resulting in it being harder to find candidates with the right skills, qualifications and attitude, especially in specific fields such as Engineering and Manufacturing, Telecommunications and IT.
With the increasing number of jobs that are on the market, it means applicants can be a lot choosier about the company they work for.
What can you do?
Re-consider some of your approaches:
Job description– use it as a marketing piece to attract and inspire the candidates you want by ‘selling’ how attractive your company is.
Job requirements– don’t just focus on a specific profile based on quick assumptions, look to include candidates who may have the greatest positive impact in the position – ability, passion & culture fit, not just experience.
Your application process– short application forms that still capture the information you require, but are user-friendly without long, daunting questions, or lots of tick boxes and pages, are much more likely to be filled out, so you won’t lose any opportunity.
How you conduct interviews– think of how effective your existing interviews are, do they have a well thought out structure to them with questions that relate to the things that are important to success in the job role for the candidate.
How does your business look online?
Candidates will now take to the internet when looking at a company, from social media; Facebook, Twitter, LinkedIn, to your own website and review pages. They’ll be looking to see what others think of working for you: does your company look like somewhere that will inspire them, help them to progress, and fit in with their beliefs?
Company culture will have a dramatic impact on the way candidates view your company, so make sure your public image reflects your ethics and morals, work environment and core mission. Sometimes this requires implementing company policies and ensuring existing staff adhere to them, along with quickly and professionally resolving conflict, providing incentives, and encouraging open lines of communication to create a positive and productive work environment.
Promote forward thinking in your staff and create opportunity for growth and advancement within your company. Top talent will be far more attracted to a company where they know their efforts will be rewarded, and there’s a clear path for growth and advancement.
Remember your staff are much more likely to leave your company positive reviews online if they think highly of you!
Good Candidate Experience
How often has it happened to you before – you’ve gone through the entire recruitment process and found the perfect candidate, only to offer them the job and they’ve already accepted something else?
So much of a good candidate experience is about keeping tight communication and your candidates informed throughout the process.
Candidate retention is vital when looking for top talent, and this can be affected by the speed in which you operate including how fast you enter the interview process. It’s also a reflection on how they will view you once they’re onboard – an insight into how you and your company work.
You can be sure that if your competitor is moving faster than you, chances are they will choose them over you.
Why you need to pay for talent
Don’t be stingy – if you pay an average salary, you’ll get an average candidate!
Whilst offering a mediocre salary may seem attractive to your company expenditure, top quality talent will simply look elsewhere in this market. You need to be aware of what your industry market rates are and look to offer slightly more.
There are other elements to consider when putting together a package too, from employee benefits and holiday allowance, to bonuses and career prospects.
Consider this, the long-term costs to re-hire a member of staff on an average £40,000 salary can realistically be around £12,000; there’s the advertising costs, recruitment fees, HR time spent going through the process and money on training.
If you’re looking to hire the best talent for your company, first time, a recruitment agency can help guide you in making some changes to your processes, creating an attractive package, and essentially give you access to top talent that will be a good fit for your company.
System Recruitment specialise in technical recruitment for your IT, Digital, Engineering, Manufacturing, Telecommunications or Scientific departments. We work across the UK placing Permanent, Contract and Interim staff within the technical sectors, along with a strong database of Sales & Marketing professionals, Director/C-level and Management Executives.
Why not get in touch today to see how we can help you attract the candidates you desire.
*ONS March 2019 report
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