12/12/2018

Changing employment trends, such as social and technological advancements, as well as evolving employment demographics means that being proactive in the nurturing and retention of new talent has never been more important.

Changing employment trends such as social and technological advancements as well as evolving employment demographics means being proactive in the nurturing and retention of new talent has never been more important.

With the war of winning talent ever increasing we have put together a few helpful tips to guide you through improving your 2019 recruitment strategy.

1. Failure to attract talented candidates

A lot has changed over the past few years when it comes to finding talented candidates for your job roles. With 90% of the current market being candidate driven, landing yourself a highly skilled, and competent worker is harder than ever. Candidates are now in a position of power during their job search, they are approached by multiple recruiters at a time meaning your company can no longer afford to have a lengthy hiring procedure in place. According to recent research 76% of hiring managers say recruiting top talent is now their greatest challenge.

To find the best candidates you must have a well planned and developed recruitment strategy, you must figure out where your top candidates are, what websites they are on and which media they inhabit. You should treat your high-quality candidates like great customers, try to nurture them and show them that you are invested.

2. Retaining millennials in the workplace for long periods of time

With millennials dominating workforces, many companies are looking to invest in young and growing teams. However, the biggest challenge they face is employment retention and job satisfaction. 43% of Millennials stated that they would leave a job after 2 years due to lack of flexibility and unsatisfactory pay.

It is more important than ever to ensure you have a solid programme in place to attract, hire and retain millennial talent. You need to be able to offer personal and professional growth opportunities, all whilst keeping them challenged. Keeping communication lines open between you and your employee is critical to retaining young minds, regular 1-2-1 meetings can be used to set out milestones, it provides a path that proactively pushes continuous learning and development.

3. Balancing the speed of hire with the quality of hire

Hiring quality talent is what makes the recruitment process worthwhile. Unsurprisingly 45% of small businesses say the quality of hire and efficiency are at the top of the list for useful performance KPI’s. Although there are a lot of factors that weigh into the decision-making and hiring process, you should not let top candidates wait on the back burner whilst you are trying to make that important decision.

Some organisations believe that a longer hiring process is helpful as it allows for an adequate time to compare candidates as well as ensuring you are hiring the best person for the job. Although this is a very reasonable argument, in reality, it doesn’t work the same way. Gone are the days where employees were reluctant to move jobs for fear of losing security. As a result, you need to move quickly to snap up the best of the best candidates. 

4. Lack of understanding between recruiter and hiring manager

When it comes to recruitment the relationship with a candidate is often put at the forefront of your hiring efforts. However, a positive relationship between hiring managers and recruiters is just as important. A poor working relationship can lead to a poor candidate experience or loss of quality talent. It is always a good idea to make sure you are starting off on the same page, important aspects such as candidate qualifications and job responsibilities should be outlined clearly along with a well thought out strategic plan.

5. Failure to provide superlative candidate experience

When it comes to setting yourself apart from the competition in today’s race for top talent, the key is to create a positive candidate experience. After all, your job is not only to find the best fit for your company, it’s also to ensure that perfect candidate wants to actually work for you. The experience they have with your company during the hiring process can make or break their decision to join your team.

Your hiring processes are a direct reflection of your company. Ensuring candidates have a great experience not only allows for opportunities of referrals, it also shows your ability to hire the best talent available.  It is always important to make your candidates feel valued and respected during the interview process, a candidate who feels valued will tend to exceed expectations and work harder.