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BUSINESS CLINIC RECRUITMENT/RETENTION/RESTRUCTURING HOW TO RECRUIT
FOLLOWING THE GREAT RESIGNATION
by Laura Hartley Founder, Laura Hartley Recruitment
The Great Resignation shifted much of the power away from employers and into the hands of employees and future candidates.
Not only has the rapid adoption of remote working technology meant that job hunters can now seek employment from anywhere in the world, but they’re also more selective - beyond salary, holidays and all the traditional considerations, individuals increasingly want to work for companies who have good values and do good deeds.
As such, it’s more important than ever that you fine-tune your recruitment process, in order to attract the best talent and to retain them once they’ve joined.
The demand for support in this area is so great that during the pandemic we launched our Talent for Good service to help clients recruit and onboard top-quality candidates and we now win business from around the globe.
Here’s the advice that underpins our service.
First of all, it’s important to be a desirable company to work for. Candidates will research you online, so make sure you clearly communicate your values and showcase the positive impact your company makes.
Ensure your recruitment strategy is effective by thinking long-term. For example, don’t just seek out like-for-like if a member of staff leaves, assess where you want your business to be in 12 months and recruit the people who will help get you there and will fit into your future organisation.
When it’s time to interview, hold yourself to the high standards you’d expect of a candidate. You’d be disappointed if they hadn’t prepared, and they’ll think the same of you.
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Decide beforehand how many stages there will be and who on your team will be involved. Read CVs in advance and prepare some useful things to ask. Don’t shy away from challenging questions, the best candidates will enjoy the opportunity to show you what they offer.
Once you’re down to your top candidate, don’t get so caught up in negotiating the best deal that you put your candidate off. Be willing to offer the salary listed in your advert and discuss your onboarding process to whet their appetite.
Ensure your recruitment strategy is effective by thinking long-term
You’re now at the point when the candidates is most engaged - don’t blow it by undervaluing them and not showing how excited you are for them to join you.
Some employers think that the worst thing that can happen with a low offer is the candidate will turn it down. It’s not. The worst outcome is that they accept it whilst secretly continuing their job search.
Once they’re on the team, engage them from the first day. That’s not just ensuring they have a desk, computer log-in and email address, but giving them the full tour, pairing them up with a buddy or mentor, and inviting them to meetings even if they have nothing to contribute yet.
Imagine how engaged your new employee would be if their induction was more than a tick box exercise.
The best onboarding sets your new recruit up with the best opportunity to succeed.
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