Top 3 Tips for Hiring in a Candidate Market
It’s easy to find yourself in a candidate-driven market without even realising it, and it usually happens when you’re in the middle of a recruitment drive and need people the most. Sound familiar? In this blog, we'll look at the top 3 changes our clients have made to their recruitment strategy and how you can implement the changes too.
Speaking with my clients over the last 18 months has been a rollercoaster at times when it comes to recruiting. Between lockdowns, furlough and the recent ‘pingdemic’ hiring staff (even on a temporary basis) has been tough. For lots of reasons. But, with the economy opening back up over the recent months the jobs market has seen a rapid increase, businesses are clearly more confident in hiring now.
The ONS has said that they’re expecting unemployment to peak at 6.5% post the furlough scheme compared to last year’s predictions of 15%. All sounds good right? Great for job seekers and businesses. Well, it is if you can get the staff… With more jobs than people available to do them it might seem as though we’re all sat in the same boat.
‘Some of this is because of the pace of growth. The pent-up demand caused by the pandemic made a rush for staff once restrictions started to lift inevitable. Covid-19 forced some people to move jobs and others to leave the country, with no guarantee they will return.
But you and I know this is not just about Covid. There were already serious candidate shortages in sectors such as IT and driving. The pandemic has accelerated those trends, while Brexit caused some people to emigrate. However, all this sits within a wider demographic context. We have an ageing population – 50% more people were born in 1964 than in 1977 – and as the Baby Boomer generation retires, there simply aren’t as many younger people to fill the gap.’
So… Are you doing enough to maximise candidate attraction?
Below are the top 3 tips I’ve gathered from my clients to help you maximise your chances of attracting and retaining workers.
We’ve seen a mixed approach when it comes to flexibility. Some clients have embraced change, and some haven’t. One of my clients has recently adjusted their shift times to accommodate public transport.
In a recent report from the government they found that in 2019/20, 1.98 billion passenger journeys were made by local bus in England outside London, down 6.2% when compared with 2018/19. It’s easy to see why there was a drop during the pandemic but that’s still a lot of bus journeys AKA potential candidates to miss out on.
Stagecoach London found that one in 10 people say they would have to change jobs if bus travel was not available. With that in mind, it’s worth having the discussion as to whether or not shift times could be tweaked. Sometimes it can come down to as little as half an hour – that time difference alone could widen the pool of available workers for your business significantly.
2. Money, Money, Money
This might be an obvious one but it’s worth understanding this a little more, it’s not always a simple case of paying more. We must look at why.
Do you know the average pay rate for comparative jobs in your area?
One of our clients was recently experiencing a significant problem with hiring. When the team looked into this further, we found that the comparative pay rate within the local area was £10.10. Pit that against the minimum wage of £8.91 and you can see the issue.
Whilst pay rate isn’t the only factor in choosing a job, when you work week to week it can make a huge difference.
On the surface, it’s easy to evaluate the situation and think that you can not pay more. But when you consider the cost of re-hiring, re-training and potentially missed deadlines for your clients the cost difference might not seem so high.
There are some big players in the Industrial market who are simply out-paying local businesses. In addition to that their marketing budgets to advertise their jobs simply aren’t matchable.
However, as I mentioned earlier pay rate isn’t the only arrow in your quiver, but it certainly will help. A small increase in worker pay, combined with a great working environment and a business with strong ethics and core values can secure you, long-term workers.
3. Work with a Specialist Recruiter
Sounds like an obvious sales ploy, right? But working with a specialist will ensure that you have the very best workers right at your fingertips. It’s what we do day in day out, if you need staff the chances are we already know the right people for your business.
By working with our specialist teams, you’ll be working with not only sector specialists but geographical as well. This means that not only will you benefit from our team’s knowledge of the hiring market; you’ll be working with skilled staffing professionals who understand what you’re looking for regarding skills, experience and team fit.
Like any business, reputation in the recruitment industry is essential and it’s something we take pride in. It’s easy for an agency to boast about its hiring skills, but what matters to us is what our clients think.
‘Just thought I would take this opportunity to say a big thank you to you, Jamie and Thorn Baker for all the help and staff you have provided through these trying times.
Any problems that we have had have been dealt with promptly and professionally and that is very much appreciated.
The staff we’ve had from you have arrived promptly and been courteous, pleasant and eager to work and listen to and take on board any direction.
I look forward to working with you, Jamie and Thorn Baker well into the future and again thank you very much for all your hard work and commitment in keeping us going through this very strange and stressful year.’
Working with us is simple; we are passionate about Industrial Recruitment.