Over the last 2 years, those in charge of company recruitment processes and HR managers have had a challenging time dealing with online working, Brexit diminishing overseas staffing pools, furlough, and unforeseen demands. Mass unemployment has now transformed into talent shortages.
With all this in mind – can we continue to recruit reactively?
The reactive recruitment process takes time and resources to fill newly available roles; advertising, vetting, interviewing, and selection. Is all this possible to do within your departing employees’ notice period? Are you often left with operational gaps during the transition?
We talked about network recruiting in last months blog, and it seems other experts in recruitment are also encouraging proactive recruitment as your strategy to beat the talent shortage issues.
How do you proactively recruit?
Employee referrals – after all, they know the job and the company better than anyone. They would know who would be an excellent fit for the company if they were available.
What are your competitors doing – check out their website, social media feeds and news articles. You may spot an employee of the month recognition or a consistent mention of a team member.
Attend industry events – and join in with forum discussions to discover proactive talent.
Brief local recruiters – build a relationship with a local reputable recruiter and let them help you proactive recruit for roles. Speak to them about the roles you typically need to recruit for and ask them to notify you when they have a candidate reaching out for an opportunity.
As we start 2022 with the same shortage of candidates and gaps in the talent pool, we must become more transparent, authentic, and diverse in recruitment methods. In this candidate-driven market, its essential to differentiator between securing top talent or losing them to the competition.
According to a new survey shared by City A.M a staggering 60% of employees are planning to leave their jobs in the next 12 months. The survey discovered 80% of UK employees feeling less connected to their company culture, and one in three employees surveyed did not believe their employer truly valued or appreciated their work.
Salary is not the most important consideration
Two in three said they would move jobs for a minor salary increase of 5 or 10 per cent, showing the lack of loyalty and stickiness among employees today.
If you feel like you need help being proactive with your recruitment strategies, check out our compelling reasons for needing a recruitment agency or why not book in an informal chat with us today.
We are your local recruiter with over 2 decades of experience ready to share with you.