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RECRUITMENT


FOCUS FEATURE


The market has become increasingly candidate-driven


though. With 49% of people now desiring more flexibility within their roles some organisations are feeling the pressure to compete with brands that provide this style of working, this can be particularly frustrating if it cannot be offered within certain sectors and small teams for practical reasons. Work-life balance is also a commonly discussed term


within society today. Individuals are now working to live rather than living to work. In terms of health and wellbeing, this new way of working is the way forward in order to possess a healthy, happy and therefore productive workforce. On the other hand, for those businesses that require employees to work particular shifts which are considered ‘unsociable’ across evenings and weekends, these roles may be substantially harder to fill. An additional factor causing recruitment difficulty for


There are many recruitment options, with a one-size-fits-all approach rarely the answer


also holidays and benefits, however it’s crucial to identify these influences in order to stay commercially aware and, as a result, ahead of the game. There are various routes a business can go down when


analysing the first stages of a vacancy, but the most important factor is to determine who will handle the process. The hiring manager will be the representative of the brand, therefore it is vital that they possess a certain level of experience through training in order to make hiring decisions on behalf of the organisation. In today’s changing and diverse market, businesses have


to adapt and remain innovative to secure high talent. The market is immensely candidate-driven, with experienced candidates getting snapped up within an average of ten days, highlighting the importance of actively recruiting and staying on top of the applications and communication to ensure the firm doesn’t miss out. New generations coming through to build the workforce


of the future are also reshaping recruitment as we know it. Candidates from generation Z in comparison to X and Y have expressed career progression as a key denominator when choosing a new role due to less financial burdens and the comfort of living at home for longer. This differs to previous years where a higher emphasis was placed on salary and benefits in order to make a living. Some of these changes in attitude and generational themes can cause stresses for a number of employers


hiring managers is the skill shortages visible within particular sectors such as construction and hospitality industries. It is reported that with society adopting an increased work-life balance and placing a higher emphasis on leisure time due to larger disposable income, the most hard-to-fill vacancy is currently a chef. Employers have been implementing ways to narrow this skills gap for the future by educating the youth and offering apprenticeship programmes and graduate schemes. However, with generation X approaching retirement over the next few years a noticeable experience gap may become evident with those who replace them, causing concern and recruitment panic for some organisations. With the recruitment process acting as an inconvenience


for some, it may be unsurprising that the counteroffer is larger than ever before. Businesses are now aware of the augmented career choices and the cost and time it takes to fill an empty chair. As a result of this, we are seeing an increase in firms counter offering an individual down to the last hour. For a business which has injected so much time into the process, this can be incredibly frustrating. Despite a counteroffer occasionally being a shock, if an


organisation has implemented an on boarding process and has kept in communication with a hire prior to their start date the chances of a candidate accepting a counteroffer from their current employer decreases significantly. If a business has chosen to work with an agency, this is usually carried out on the firm’s behalf, however it is still crucial to stay in touch with a new starter to make them feel welcome, enticing them to leave their comfort zone and begin a new challenge. In unfortunate cases, even when a business does what


they consider as everything, it can occasionally go wrong. The wrong hire can cost a business an average of £30K when taking all of the cost, time and loss of productivity into account. But the damage can be detrimental in many additional ways including tarnishing brand reputation, affecting team morale, adding pressure to existing employees, and the possibility of missing out on potential opportunities due to not having the capacity to manage workloads.


business network December 2019/January 2020 69


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