Recruitment is never without its challenges. There are times when there’s a disconnect between what businesses need, and what’s currently available within the talent pool, for example. And there are times when there’s so much great talent around that it becomes tricky to lay the most attractive offer down on the table.
Rarely do we encounter both at the same time. But that’s exactly what’s happening today. Businesses are facing two major recruitment challenges at once, making it difficult for them to attract high quality candidates, and retain their very best talent.
The ‘Perfect Storm’
This unique challenge has emerged following the global health crisis, creating a ‘perfect storm’ that’s leaving many businesses struggling to meet their hiring goals.
On one side, what we have is a large number of organisations simultaneously entering into a major recovery and growth period after having to delay plans during lockdown. Demand for skilled candidates is high, leaving the talent pool empty.
On the other side, we also have many employees who are reconsidering what they want out of a job after two years of disruption. We’re in the midst of the ‘Great Resignation’, with employees actively seeking new opportunities.
So how can businesses overcome these challenges, finding ways to attract those with the right skills while also working to build a happy, satisfied, and loyal workforce?
Here are some top tips from the Bond Williams team:
- Attract through culture
Several businesses are coming forward to declare that ‘people don’t want to work any more’. That isn’t true. People do want to work… but they want to work for companies where they feel they’re going to fit in, and where their own values will align with the values of the organisation. Therefore, to attract great candidates, ensure you’re communicating your values and your culture from the very start.
- Attract through development
If you’re struggling to attract candidates with the right skills, consider whether you’re looking for the right skills in the first place. Businesses can open up the talent pool by shifting the focus from hard skills alone to a healthy mix of hard skills and soft skills, with plans in place to further develop that talent over time. For example, don’t overlook a top developer because they don’t know a language… teach them the ‘technical/software language’!
- Attract through your people
In retail, customers no longer base their decisions on what a brand says about a product; they place more trust in what other customers have to say. It’s the same in the recruitment world. You can say your company is a great place to work. But it means much more when it comes from your employees. Find ways to involve them in the attraction process, such as asking them to write blogs about their experience.
- Retain through leadership
The way we work is changing. What’s considered to be ‘the norm’ has transitioned over the past few years from in-office, to at-home, to now a blend of the two known as ‘hybrid working’. Approaches to leadership must evolve in line with these changes. Consider how the needs of employees are different now to how they were previously, and ensure your leaders are offering the right support, at the right time.
- Retain through emotional connection
Ultimately, there are two reasons why a person chooses to work. Firstly, because they need the money; they have a financial connection to an organisation. Secondly, because they really love what they do; they have an emotional connection to an organisation. The second is what every business should be striving for. Money is something your talent could get anywhere. The emotional connection is unique.
- Retain through engagement
Finally, to retain top talent it’s important to engage them in the retention process. Try not to assume that you know what they want and what they need. Instead, ask them. Be open and transparent and encourage your talent to speak out about what they need to have a great experience. Conduct ‘stay interviews’, for example, schedule regular chats, and ensure there is always a chance for staff to speak up. Ask them to write reviews and blogs about the company and also about their day to day experiences, onboarding experience, engagement & well-being surveys.
