Yet while some businesses face a continuous struggle to recruit I have observed others, ride the storm much more successfully. And it’s not just because they are big.
They do though have some things in common;
These companies have all accepted there is little certainty when recruiting. They have realised, after failing to recruit through traditional methods, they have no choice but to experiment, and keep experimenting.
This doesn’t mean accepting less able candidates it means sourcing applicants with different backgrounds and experience and using different recruitment methods and criteria.
Like everything else in business they don’t expect to find a permanent solution, their needs are continually changing and evolving so their approach to recruitment does too.
Constant tensions as to where we should spend money mean that cost controls and cutbacks are an ongoing pressure for most managers.
In many businesses the training budget, seen as a nice to have, is an easy target. Funding for compliance, regulatory and professional skills training is prioritised over soft skills training and the development of future managers.
This results in many businesses actually cutting off a vital resource for attracting and retaining talented employees. Access to structured training and development ranks in the top 3 most important criteria for job hunters and leavers alike. Without such training Companies are also less able to develop the skills and talent they need internally.
Employers successful at recruiting appear to be more effective at balancing margins and profitability with the costs of employee retention and management development.
It is a job hunters market. You need to persuade people with the skills you need to come and join you. Read any studies on employee engagement and you’ll know people don’t join or stay in their jobs just for the salary. People want more than just a job.
Successful companies do their research but more than that, they act on the findings. They ask existing employees how they feel about them as an employer and find out what potential candidates want. They then use this information to start conversations (so people know they care about what they think) and take actions to give people more of what they want (being honest about what they can and can’t do).
Skill shortages are here to stay. Would thinking differently about the way you recruit make your business more effective in managing them?
Michelle is a Director of www.peopleessentials.co.uk an HR and Employee Engagement consultancy proving to employees and customers that you don’t have to be big to be better.