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The new face of recruitment

It’s been more than two years since the beginning of the pandemic. However, only now are we starting to understand the long-term impact of Covid-19 on business processes. This is especially true when it comes to recruitment. 

The recruitment landscape has changed considerably since the pandemic hit and, with it, people’s expectations of what they want from a role. Candidates today have greater expectations from organisations and, as a result, are being more selective as they search for jobs. 

There has been a decrease in applications for jobs across all industries and, at the same time, an increase in offer declines – making it perhaps harder than ever to fill open roles. 

Candidates are rejecting job offers for many different reasons. Often, benefits don’t match or exceed what’s on offer with their current employer or they’ve interviewed elsewhere and been offered a better salary.

More and more, candidates are being presented with attractive counteroffers by their current employers once they’ve handed in their notice too, which they simply can’t walk away from. 

All of this has significantly impacted the time to hire – regardless of whether you’re recruiting directly or through an agency, or even a combination of both. 

By the time you’re at the offer stage with a candidate, the candidates that applied the first time around will likely no longer be available and so you have to start the process from scratch.

So, speed is key. When we find a great candidate, we always recommend the hiring manager interviewing them as soon as possible to avoid losing them to another company.  

To rival the competition, stand out to candidates and attract applications, it’s also important to make the interview process as engaging as possible, sell the company and where it’s going and highlight the development opportunities available. 

Another piece of advice is to be flexible where you can. If you’re recruiting for a role, ask yourself: Does the role need to be based in the office five days a week? Do they need to work 9am-5pm every day? Are there skills that you would like them to have, but are willing to overlook if they come in with the right attitude and willingness to learn? 

Employee branding and company values are becoming increasingly important for candidates as a deciding factor too, and so they need to be an area of focus for your company if they aren’t already. 

We regularly work with business owners to develop company values, and to create opportunities for employees to live and breathe these values every day. 

Further to this, we regularly speak with business owners about their benefits package and how to improve and promote it, internally and externally – knowing this can be another deciding factor for candidates. 

Looking ahead, we anticipate that recruitment will become even more challenging. The cost of living is going up at a rate that businesses can’t keep up with, and so our final and perhaps biggest piece of advice is to focus on retention and upskilling where you can, to actually avoid the need to recruit as much as possible. 

For more guidance on how to hold onto your best employees, read our previous blog post on staff turnover and retention or speak to a member of our team at [email protected] or 01242 500 557. 

If you’re currently recruiting, we can help to find the right candidate for your open role too – just get in touch to let us know what you’re looking for and we’ll do the rest!

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