As revealed in CV-Library’s first quarterly job market report of 2019, employers are struggling to recruit, causing salaries to rocket by 16.7%. Data from the report suggests that while job vacancies have gone up by 4.2%, applications have fallen by 4.8% in the first quarter of the year. Increasing salaries isn’t the only incentive you can offer to improve your hiring efforts, there’s plenty you can do. With this in mind, here are some top tips on how you can maximise your hiring efforts this spring.
Modernise your company culture
Company culture is a massive pull factor for candidates nowadays. With millennials dominating the workforce, loving the environment you work in is becoming a priority for candidates and one that employers should take seriously. There are plenty of ways to improve your company culture. For example, why not relax your dress code around the office or incorporate a dress-down Friday. Encourage your staff to use their full lunch break. Make the office a space where your employees feel comfortable and not cooped up in a traditional office block setting.
Ask for constructive criticism
Nobody’s perfect – we all know that. This also applies to employers. No matter how good you think you may be at your job, there’s always room to improve. In order to make your company more appealing and boost your hiring efforts, ask for feedback from the people who experience the workplace culture first hand – your employees. This way, you can get an idea of how you can improve. Perhaps you micromanage too much, or you don’t delegate tasks evenly? What’s more, ask for feedback from interviews. Proactive candidates will always seek feedback, so why don’t you? Ask candidates during the interview for their honest opinion of the brand, advertising, company culture. Make a note of feedback and act on this.
Improve your interviewing technique
If you can’t seem to onboard new hires, or you’re struggling to get candidates back for second interviews, it may be time for a change in interview technique. Be sure to make a note of all the questions you want to ask your candidate beforehand, and study their CV. This way you will have a clear plan on what you want to ask and in what order. A sure-fire way to throw a candidate off is by asking random questions in no particular order, so remember to create a structure.
A common mistake made by employers is not talking enough about the company perks and benefits. In the heat of the moment, you may forget to talk about your own company and the opportunities the role offers. Be sure to sell the company to the candidate. This will improve your chances of landing top-quality recruits who are best suited to the role.
Write better job adverts
Before you can even interview a candidate, you need to attract the best talent possible. Your job advert is the first impression that you make on candidates. So make sure to get it right! The salary, job title and any target-based benefits or bonuses should be front and centre, as this will be the first thing candidates look for. Next, discuss all the positives of your company and the opportunities the role offers. A full list of the day-to-day responsibilities, as well as desirable qualifications and skills, should follow.
While you can sell your company, don’t lie! Lying on your job advert will make it significantly harder to onboard a new hire.
Be sure to offer workplace perks
Workplace perks are a necessity, especially in today’s candidate-driven market. Despite this, a resounding two thirds of employers in the UK (65.6%) have admitted to not offering their staff perks. These benefits, which include flexible working and staff discount, are vital for attracting candidates to your company.
With fewer candidates seeking employment than ever before, as the unemployment rate has not been lower since December 1974, workplace perks are an effective way to get ahead of the competition.
Are you ready to boost your hiring efforts?
Enhancing your recruitment process comes down to strategy. To really see an improvement in your hiring efforts, you have to get organised.
First, nail the initial targeting and collecting of candidates to interview. This starts with your job advert and the interviewing process. In order to attract the best quality candidates to your role, your job advert needs to adequately sell the position. Ask the right questions and drop in a few lines about your company and the role in order to sway indecisive candidates. However, the recruitment process isn’t over once your candidate has signed on the dotted line. You now need to successfully onboard them. This includes offering workplace perks, having a desirable company culture and an open relationship with your employees.
If you can nail all of this you can sit back and watch as your hiring efforts strengthen this spring!
