Advice for tackling a stagnant candidate-driven market from Gareth Joseph, Business Manager for Cordless Resourcing…
These are troubled times my friends. Theresa May has handed in her resignation and we are up in arms about a Brexit deal that was voted for over 2 years ago but has never been seen through. Are we in or out of the EU?? Who is going to lead this country forward as Prime Minister and can we even trust them to do it?? No one knows the impact of future polices on business and the future relationships between Britain and other countries.
Many companies are shutting their UK operations - Honda is set to close its Swindon plant in 2022, putting thousands of people out of work. Businesses are relocating out of the UK, to places like Germany. According to a report released in May 2019, the government-backed economic development agency German Trade and Invest (GTAI) said some 168 British companies had made Germany their home in 2018. GTAI credited Brexit as a likely reason, with a 38% increase in the number of British firms moving operations to Germany since the Brexit vote in June 2016.
With this current political and economic uncertainty, no one really wants to take the risk of moving to a new role. If people are in secure roles, they are hanging onto stability in this period of indecision.
On a statistical level there is at least some good news, since the UK is currently seeing record employment with unemployment below 4 per cent. According to the Department for Work and Pensions, there were 473,000 more people in work at the beginning of this year compared to a year ago, with the UK’s employment rate now reaching an all-time high of 76.1% in the start of 2019.
As a result, in the UK we now find ourselves in a candidate-driven market. And what is this? This is a market where there is quite simply a lack of candidates, meaning that the limited number of available candidates have power over where they go.
The opposite would be a client-driven market, where there are more candidates (meaning they would need to prove themselves and be more attractive to be hired).
So as far as Resourcing goes in 2019 and beyond, we have a stagnant, candidate-driven market. Tricky times, yes, but not impossible.
So, what are we going to do about it? Industry growth needs movement to survive, so businesses need to find ways to attract quality candidates.
You’ll need to find ways to attract someone from a job to job …
Let’s think about it. If you are recruiting for a role, especially for a niche skill set such as a Data Scientist, Software Developer, Solutions Architect or Security Consultant, the best talent is usually from a competitor or an innovator.
So how do we improve the chances of hiring the perfect someone?
Funnily enough, it is not only salary that will get them through the door.
Here are some pieces of advice that could help catch that elusive unicorn!
1. Image is everything
Health-check your company culture. Your employees are your brand. Are they happy? What does the way your team behaves say about your organisation? It takes a long time to build a brand and seconds to damage it, reputation is at the heart of everything.
A bad word about a company sticks, so make sure you check in regularly with your people, help them through challenges and give them the chance to perform and develop and document it all with social media, be prolific and celebrate the good culture and the efforts your company is willing to go to support and nurture staff.
2. Know what you want and be flexible
Have a clear definition of what you are looking for in a role versus the skills and personalities that you already have in your organisation. Be realistic, you will never get 100% fit! The magic number is 70% to 80% of what is on your wish list.
This will allow for flexibility of character and skillset so that both you and the candidate can get the most out of the role. The perfect someone evolves with the role, if you have sufficient elasticity between the two there’s an excellent chance of things working out.
3. Use the right recruitment tools.
Are you advertising in the right type of place? Is your PSL (Preferred Supplier List) underperforming? Is HR getting in the way?
Sometimes the difference between hiring or not is getting to the right person and as a recruiter I can tell you that some of the best candidates are passive and may never look at a job board, that’s why head-hunters play a valuable role in securing the right candidate.
The use of specialist recruiters and not generalists to find candidates can save time and money in the long run. So, limiting your recruitment to a PSL may hinder progress in the long term, having a flexible recruitment strategy means you’re on the way to winning. It’s important not to let sympathetic ties to PSL or HR bureaucracy slow the wheels of motion.
So that’s it, 3 tips to help your business attract that perfect someone.
There is still a lot of talent to be found in the UK, but whilst the political drama plays out, be the best you and your organisation can be, be flexible and look a little more carefully.
If you want to talk about your recruitment strategy, we’d love to hear from you. Drop us a line at firstname.lastname@example.org
About Cordless Resourcing: Cordless Resourcing, part of Cordless Group, is a resourcing and staffing specialist that can provide both Contractor and Permanent staff to fulfil all your IT And Real Estate needs. We bring in-depth experience of providing staffing solutions for Business Change and Transformation Projects – including: IT Infrastructure & Networking - Digital Transformation – Data Centre Migration – ERP and CRM – Software Development, Cloud, Audio Visual & Multi Media. www.cordlessresourcing.com
Date: Wed, 10 Jul 2019 11:55:31 +0100 GMT