Shrewsbury recruitment specialist discusses how to manage expectations
21st October 2015
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Finding the right candidates for a position in your business can be a daunting task – not only is it time consuming but it can also be very costly! There are many factors which can influence your decision, and just importantly the candidate’s decisions.

Here are a few ways to manage expectations when looking for a new employee, as well as some facts and figures about the current jobs market which may help:

Statistics show that from April to June 2015, there were 31.03 million people in work, a 354,000 increase from the previous year. Out of this figure, 22.76 million are full time jobs (352,000 more from the previous year), with not much of a substantial change in numbers for temporary/part time positions. The increasing economy has seen full time roles become more widely available.

This is obviously great news for companies as this demonstrates they have more opportunities available and increased investment and also great news for candidates as permanent full time roles obviously offer more stability. In turn stability generates people to spend more money which in turn can help the economy grow stronger.

Although the news above is good – Unfortunately we are still finding that employers are still being too conventional when looking at candidates, and not focussing enough on transferable skills. There have been many instances when candidates who may not have the relevant or desired qualifications on paper but have developed skills and experiences from other jobs or even hobbies have gone on to really impress employers with what they can offer and how they perform in the role. This is why it is so important to look at candidates extracurricular skills and what they can offer overall.

As we are all aware there is also talent shortages in many industries and this is related to a number of factors including companies increasing their training and development opportunities and increasing remuneration reviews which incentivises people to stay with the companies so employees aren’t moving around as often. Linked to the increase of jobs available, candidates are now in a situation where they have more options and want quick decision to be made. They will be interviewed for various roles and accept the role which offers the best package and, in many instances, where the employer has had the best communication skills during the recruitment process. Therefore the best talent gets snapped up pretty quickly.

In an article by ERE Media, one candidate explained how a prospective employer’s decision was taking well over a week. What did the candidate do? Retracted his application and accepted a role with another employer. This shows that throughout the recruitment stages, communication is key to not letting the perfect candidate slip through your fingers. To have an efficient recruitment process also saves a lot of time and ultimately money in the long run too.

Finally, some pointers on how to avoid losing excellent candidates or attracting the best talent:

  • Ensure your recruitment process is efficient and effective – you want to have a clear strategy so you save time, resources and money and you impress potential new employees on your organisation and how you deal with them in the future.
  • If you use a recruitment agency, make sure your relationship is transparent from the outset. The recruiter needs to understand your organisation and what sort of candidates will fit with your organisation. Good communication is also vital for the relationship to work and for the agency to be able to do their job properly for you!
  • Make sure your adverts are as interesting as possible without exaggerating so you can entice the best possible candidates to apply.
  • Ensure you offer a good benefits package and incentives to keep people in the organisation.
  • Keep to reasonable timescales during the recruitment process and always follow up on candidates who have attended interviews with feedback. Not only is this courteous given the candidate has made the effort to attend an interview but it is vitally important for candidates to learn from their experiences and although they may not have been successful for the job, this show of communication can go a long way in terms of giving your organisation a good reputation on how you handle your recruitment.
About the Author

Rob G

Member since: 29th April 2015

Rob Griffiths is the Recruitment Manager at Red Recruitment Solutions Ltd, an independent office recruitment agency in Shrewsbury. The team have experience recruiting staff throughout Shropshire and the...

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