The future of recruitment. A lot of people talk about the future of recruitment being AI or other forms of automated processes – but actually the future of recruitment is more around building a relationship with the right candidates. Recruitment should be approached with a person to person interaction in order to build a relationship that will last for life.
Their CV may tell you their past experiences and capabilities but what about potential? What about the ability to mould someone into the perfect candidate for your business? The ability to see whether such a relationship can be built requires human interaction. AI may choose the relevant key words, but what about those key skills you didn’t think were relevant but may bring a new direction and outlook to your business that enables your business to grow?
There’s a famous joke which we have all heard but also speaks a lot of truth in light of this notion of potential.
“What if we spend all that time and money training them and they leave?”
“What if we don’t and they stay?”
Potential – that is the key word. Whether it is potential to see things in a new light or whether it is the potential to mould and train someone into the perfect candidate for your business. As well as potential, the relationship involves trust.
The ability to trust that the individual will give as much back to the employer as the employer gives to the employee.
The current situation according to the CIPD is one of Half of workers say their skills are not well matched to their job, being either overskilled (37%) or underskilled (12%).
Richard Branson says it all: “Train people well enough so they can leave, treat them well enough so they don’t want to”
This equality is what makes a good, successful working relationship. Either option results in your business growing in either human resources or taking a new direction gaining you more profit. The ability to understand someone’s potential and whether you can build a relationship, for that AI is not yet equipped. To bring this into your business requires a culture-first approach, where you market yourself, your business and your vision and see if the candidate shares the same one, regardless if they have matched on all the key words AI picked out for you. The important and road to success is having the right people around you. Something you don’t want to miss out on just because AI didn’t pick out the right key words.
UK unemployment currently stands at 3.8%, a 45-year low, the Office for National Statistics revealed on Tuesday. This figure means that unemployment is now at its lowest rate since 1974.
To break that down even further, here in the South West, unemployment is estimated to be at 2.9% - the lowest in the UK.
Fantastic news for our economy, people in jobs – that’s what we all want right? Absolutely. But the challenges that brings for employers is something completely different.
If you are simply peddling out job adverts with little care and attention and wondering why you aren’t seeing any traction – I’ll tell you why. Because the only people reading it are those 2.9%. And how many of those 2.9% will be the people who have the right skills for your job? Probably much less.
You need to attract the passive candidates, already in employment.
To keep ahead of the game, consider a different strategy. Here are my three top tips for future-proofing your hiring:
There’s no silver bullet method to find the best candidates right now. It’s about time, dedicating resource and authenticity in building a strong employer brand.
Mployable are delighted to confirm that we have been shortlisted and nominated in three separate awards for 2019. The awards are:
New Business 2019 – Mendip Business Awards (Shortlisted)
Professional Services – Successful Women in Business (Nominated)
New Business – Successful Women in Business (Nominated)
Later this month we will find out whether we have been successful. Keep everything crossed for us …..
Are you frustrated with your recruitment?
Do you ever wonder if you are wasting time doing the wrong things? You spend so much time and effort thinking about growing your team, sleepless nights on how to find the right people – but something just isn’t clicking.
A quick Google search on ‘How to Recruit’ will bring up millions (281 million to be exact) of search results giving you a blueprint on how to hire and find people. Easy right?
Except that it isn’t quite that simple. Recruitment is complex and overlooking the small details can be where it all falls down. If you are doing any of these 7 things - stop.
How many of those are you making?
Mployable are delighted to confirm that we will be hosting a joint event with ActionCOACH on Friday 24th May at Cumberwell Park Golf Club between 9:30am and 12:30pm. You can book your place here.
Tickets are £75 per person. As part of this interactive session Rosie Stevens, Director of Mployable will show you how to attract, retain and develop the best teams you need to create a strategy for success.
This strategy starts with pro-active recruitment, clear processes and concise candidate engagement.
We asked our Director, and co-presenter of the event Rosie Stevens about her connection with Action Coach, and she told us, "I've been working with and alongside Action Coach for (almost) a year now - and the focus it has given my business is incredible. Working with them as a client has given me such insight into how they operate - that I am delighted to be able to partner with them for this event and introduce them to the Mployable audience. It's all well and good working hard to bring the right people into the business - but keeping them with you on the journey can be even more difficult."
To follow Rosie, Peter Rolliston will present: The 7 Keys to Building a Winning Team.
Building successful teams and organisations can be a challenge. Business owners and line managers frequently struggle to maintain and support a great team… why? Usually because they have one, or more of the “7 Keys” missing.
At the end of the session you will be invited to join the presenters for a delicious lunch.
Attendees to this event can expect to come away with a clear blueprint for hiring success in 2019. Today it's not enough to post a generic job advert on a generic job board and hope someone sees it. You don't pick talent - talent picks you, and this event will allow you to build a plan to recruit and grow the team that drives your business to success.
The dreaded ‘B’ word. Many of the business circles we move in are abuzz with Brexit chatter amongst moans and groans of the circus of indecision it has become.
Some businesses are holding off on making major decisions until we have facts about what the future will look like. I read the other day about a South West based car manufacturer who have made the decision to halt production for the first six days in April.
One of the decisions Brexit is impacting is recruitment – and I get it – if there is uncertainty in your industry, it doesn’t always make sense to bring on additional overheads - but at what cost to your business?
Three practical tips to create a Brexit contingency that doesn’t stunt the growth of your business.
Work/life balance. It’s a statement bandied around by businesses and recruiters, to differentiate working culture and attempt to attract the best talent.
GOV.UK defines flexible working as a ‘way of working that suits an employee’s needs.
I worked with a candidate last year who struggled to land a suitable role. They had ten years marketing experience – but needed to work from home and be available to do the school run.
Believe it or not, this person was turned away from employers, because their flexible working requirements didn’t fit into the working ‘norm’. But, let’s be realistic – with a marketing role (a chunk of which is now increasingly digital) why would the candidate need to be physically present for eight hours a day straight?
Here are my top three reasons why flexible working should be on the cards for your business:
Is it time to rethink your stance on flexible working?
Let me take you back to 2011. Recruitment was fast paced, businesses were growing, and the contingency recruitment model was going strong. Contingency recruitment (in case you aren’t familiar) is the traditional recruitment agency model we all know of. You call a recruitment agency, they send you candidates, if you hire one of their candidates you pay them a percentage of the candidates’ salary. No limit to the number of agencies you engage with, no fee unless you hire.
We were starting to lift ourselves from the 2008 recession – businesses were rising like phoenixes from the ashes and the SME’s borne out of the brains of the prior redundant population were growing. It was a good time to hire. There was still a lot of great talent on the market, candidates who hadn’t quite found their feet again since the recession, and the competition for the best jobs was tight. You could phone a recruitment agency and have 5 good candidates in your inbox the same day.
But businesses were starting to cotton onto the cost that recruitment agencies were adding to their bottom line. Internal recruitment teams had started to crop up in the dust covered corners of the HR Departments of the bigger businesses, called upon to ‘put a vacancy on the system’ when the need arose, or manage the recruitment agencies engaged to fill the vacancies.
But perhaps the internal recruiters could do more? The rise of LinkedIn had put paid to the ‘Yellow Pages’ days of head hunting, revealing a realm of candidates to anyone who knew their way around a basic Boolean search. Agency recruiters were burning out and looking for a way to move ‘in-house’ without doing a glorified admin job, and several ‘early adopters’ to the in-house recruitment model were able to take advantage of an agency style approach to in-house recruitment.
With my first foray into internal recruitment, the brief was simple. Treat the hiring managers like our internal customers. An agency mindset, with the service and relationships of an ‘in- house’ function. This was the way recruitment was moving. Internal recruitment teams started to realise that they too could engage with candidates on LinkedIn, post adverts on job boards and build talent pools using intuitive recruitment software.
Which brings us to 2019. The candidate landscape has changed drastically since 2011, even since 2015. Roles that three years ago, we would have had at least five great candidates for are challenging, and candidates (overall) are less loyal and more focused on ‘what’s in it for me’. Because they can be. Because we are in a very heavily candidate driven market. Candidate is King.
And some of that links back to the aforementioned 2008 recession. Companies weren't hiring graduates or trainees. As an example, in professions such as law and accounting just over ten years ago - no-one was hiring, and training contracts were gold dust. So if you're looking for a specialist candidate within the seven - ten year experience bracket - be prepared to battle your competitors for the top candidates.
Recruitment in 2019 is about treating your hiring function more like your marketing
function. It’s about telling candidates why you are better to work for than your
competitors. It’s about sticking your head above the parapet to become an ‘employer of choice’. It’s about creating an environment where people come to you out of choice – not out of necessity – because those are the candidates you want.
To achieve that, you need to be crystal clear on who you are trying to target. You need to develop a different mindset and approach to recruiting. And most of all you need to have the head space to think ahead and plan for the growth of your business.
Nope not plants, fruit or veg. This month I’d like to talk about growing your own talent. According to the 2019 REC (Recruitment & Employment Confederation) report, ‘Candidate availability continues to worsen … Demand for staff remains robust’. Roles that only five years ago we would have been able to fill three times over are experiencing a ‘tumbleweed’ moment.
But what can we do about it? Aside from having a great employer brand and ensuring your processes and strategy leave no room for error, lets start future proofing. Here are my three top tips for ‘growing your own’ talent for the future growth of your business:
I don’t foresee the candidate shortage changing any time soon, so as a business community we need to stop being surprised when candidates don’t come bashing down our door within the first 24 hours of an advert being posted.
Let’s start to think one step ahead.
To discuss this or anything else please get in touch