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business focus 31


Finding the right people to grow a businesss


You need the right people to grow a business, but finding someone with the right mix of skills, experience and personality to suit your organisation can be a challenge, writes Sarah Stevenson, director at Hays in Reading


Employers across the Thames Valley are expanding and as skill shortages grow in key disciplines such as finance and technology, many face pressure to increase salaries to attract the people they need.


For SMEs in particular this can be a daunting prospect, however there are many ways employers of all sizes can ensure an effective recruitment process that will attract and retain the best people.


Emphasise what you have to offer


We recently surveyed 20,000 employers and employees across the UK for the Hays UK Salary & Recruiting Trends 2016 report, and as 45% of employers said, competition from other employers was their top challenge when recruiting, so it pays to make sure your offering sets you apart from the crowd. Despite employees stating the main reason they leave a job is due to the salary, there are invariably other factors. For example a quarter of employees we surveyed said a lack of future opportunities was their main reason for leaving.


Offering clear career paths and showing your commitment to developing your staff allows employers to attract candidates who are looking to develop their careers in the long term; exactly the people you want to work for your organisation.


Don’t overlook the appeal of your non- financial benefits; 62% of employees say flexible working is important to them, yet only 53% of employers offer this. If you are able to offer flexible or remote working, make candidates aware of this throughout the interview process, as it may give you the edge over another company, or their current employer.


It’s really important that you communicate the selling points of your organisation to candidates – from the very first time a potential employee visits your website or reads a job advert, to their first days and weeks in the job.


Get the job description right


To find the right person first time you also need to give careful consideration to the job description. The more specific it is the more likely you are to attract the right candidates and help potential recruits understand exactly what’s involved in the job.


Once you’ve finished writing the job THE BUSINESS MAGAZINE – THAMES VALLEY – JUNE 2016


description you need to give it a reality check. If your requirements are too demanding you could be waiting too long for the ‘perfect’ person, who may not even exist. A good recruiter can help you understand how realistic your requirements are, and whether what your company has to offer is likely to attract someone with these skills. You may find that some requirements are essential, while other skills could be developed on the job.


Plan the process


Think carefully about the recruitment process you’re about to undertake. Remember that most candidates will have at least one month’s notice period, so start as soon as possible. Think about when the decision makers in the process are available, so that you can schedule interviews quickly and avoid leaving a big gap between interview stages. You need to allow time to get everything right, but be prepared to be flexible and move quickly if you meet the right candidate.


It’s not just candidates who need to prepare for job interviews. Make sure you take time to prepare before the interview, working out what potential strengths and weaknesses you want to probe the candidate on. Do your


research into the organisation the candidate has worked for to inform your questions. You also need to use the interview to promote the position and your organisation, and sell the benefits and opportunities that make you stand out.


Handling the final stages


Finding the ideal candidate is not the end of the job. Counter offers, the practice of refusing a resignation from an employee and countering it with a more attractive offer, have become common. A good recruiter will help you negotiate an offer that suits both parties and ensure that the candidate does not lose interest in the final stages. It’s important to move quickly and avoid letting the candidate lose confidence in the offer. Once the contract has been signed make sure you keep in touch with the employee throughout their notice period, and make sure their first days in the job run smoothly to reassure them they have made the right decision in joining you.


For more information on effective recruitment strategies, which can be used to upskill your hiring managers, contact me, details below.


Details: Sarah Stevenson 07889-414609 sarah.stevenson@hays.com


businessmag.co.uk


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