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FOCUS FEATURE


RECRUITMENT


Recruiting in the modern day By Scarlett Tinsley, of Chamber patron Eileen Richards Recruitment


The recruitment world as we know it is continually evolving with new trends, themes and economic influences playing a key part in these adaptations. Yet despite the change, one factor remains: organisations will always have the requirement to attract and retain top talent. When discussing recruitment with clients, within the


business network or within the recruitment training we provide to businesses throughout the East Midlands, the same challenges surface. For the majority, recruitment is a laborious task and


finding the right person can often take time, money and endurance. As an organisation which specialises within the industry however, we believe it is a clear vision, a structured process and the right recruitment partnership that will result in hiring success. Whether a vacancy arises because a team member has


left or because the business is expanding, it is an opportunity for an organisation to review the business and what they are doing to promote themselves as an employer of choice to attract new talent. In a modernised world where candidates are the individuals in control, it is immensely important that businesses are focusing on their employee USP and consequently promoting themselves as an employer which invests in and enhances their workforce. Reviewing the role is also an aspect to consider at this


point, if awareness and action has been injected into succession planning, this may be an ideal time for it to come into play. Other ideas to be considered here would be:


68 business network December 2019/January 2020


• If this is a difficult role to fill, could internal changes be made to recruit for a lower level role instead and provide training for existing members to step up?


• Is there any missing skill sets within the existing team which might add value?


• Could transferrable skills over direct experience be considered?


• What type of person would fit into the existing environment?


Each of these options should be well thought out prior to advertisement. It is important for an organisation to explore all options to have a clear idea of an ‘ideal candidate’ but also be able to identify what other skills or personality traits could be of value to the brand. Succession planning is much more than a hot topic at the moment, by delving into all choices and promoting internally where appropriate, employee satisfaction and appreciation is likely to increase, having a clear impact on staff retention. A vacancy also gives the chance for an organisation to


examine the success of competition and adapt any techniques that may be enhancing their firm by making it more desirable to work for. This could include an array of elements ranging from social media presence to CSR and


‘By delving into all choices and promoting internally where appropriate, employee satisfaction and appreciation is likely to increase’


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