HR professionals need to balance a couple of very big essentials during the recruitment process. Speed and proper communication are two of those that can be challenging to implement at the same time.
Effective communication, however, plays a role in boosting effectiveness. By zooming in on the right candidates and making the onboarding process seamless.
Talent shortage is a massive issue today and almost 73 per cent of employers report difficulties in filling positions. At the same time, employee engagement is lower than ever before. Disengaged employees cost businesses up to 550 billion dollars per year – a massive amount that can be reduced through better communication about expectations and roles on both parts.
So, what does it take to make the recruitment process more informative, more tailored and more effective? Here are some of the strategies that HR professionals can rely on to improve their communication efforts.
Good communication is heavily dependent on going into every meeting fully prepared.
Luckily, various technologies can be employed today to gather relevant data.
The recruitment process needs to be digitized and optimized, reducing the paper clutter that HR professionals go through. When the right HR software is utilized, it can also analyze current metrics and candidate trends. This will ensure better preparedness over the course of the recruitment process.
Gathering information about candidates to advance is equally important and there are multiple strategies to employ for the purpose.
Everyone is online – a fact that recruiters need to account for when communicating.
If seniors can meet each other online on dating websites, recruiters also have to be present across platforms to streamline and speed up the collection of information.
Social media platforms like LinkedIn have already pretty much become the standard in the recruitment realm. It’s also common for companies to employ live streaming and video calls, making it easier for candidates to schedule interviews in a comfortable way.
The current worldwide situation and the coronavirus pandemic are changing the way we live and the way we work. It is anticipated to have a profound effect on the ways that interviews are being carried out and onboarding is occurring.
Making use of digital technologies right now will exponentially maximize communication capabilities in a cost-efficient, tailored way that all businesses can benefit from.
Certain aspects of recruitment process communication can be automated, freeing up human resources for the more strategic tasks at hand.
When a human being has to go through every single step, some processes can be needlessly prolonged. This is why tech can be employed once again to automate a few steps and give HR professionals a breather.
Here’s a very simple example of how communication automation can occur.
After a person has sent in an email with their application, they could receive an automated response. The automatic email can shed a bit more light on the company culture, the onboarding process and the additional steps that the candidate will have to go through in case they’re considered relevant for the position.
While this is a very basic example of how recruitment communication can be automated, it paints a clear picture of how everything can be sped up and simplified for the purpose of simpler, quicker and more efficient processes.
Many people who apply for specific positions complain that they never hear back from recruiters or that they hear back too long after the initial contact.
Every recruiter needs to set strict timelines for responding and for staging out the recruitment processes.
Having automation in place will take a lot of the administrative burden off your shoulders. This way, you can focus on setting a timeline for responding and completing every single step of the candidate filtering out process.
While such timeframes are more or less guidelines, they create a sense of urgency and move the communication forward. Our minds are wired to perform better when a deadline is in place and the rule does apply to corporate communication.
The final tip is purely organizational but it can have some impact on the quality of communication within the recruitment team itself, as well as with candidates.
It’s very important to clarify the role of every single member of the human resources department.
Very often, there are implied roles and responsibilities that may be taken on by more than one person. Not only are such processes ineffective, but they can also lead to reduced productivity and serious mistakes down the line.
If there’s a lack of clarity, the department will need to address this internally before a recruitment campaign is initiated. What’s the role of the hiring manager? Does the team have a senior leader at all? Who’s leading the interview process and how are they communicating with everybody else?
These are just a few of the key questions that need to be addressed for proper responsibility allocation. When recruitment team members have a clear idea about their role in the department, they can start communicating more effectively with everyone involved in the process.
Improved communication can speed up recruitment and save a company tons of money. The recruitment team must work to address any ambiguities as soon as possible. Such processes are far from expensive and when carried out correctly, they can contribute to profound operational efficiency in the future.
Ben Brown is a freelance writer and a content manager at dating site DoULikeSenior
Smart Recruit Online offers an award-winning talent attraction software that can streamline and revolutionise your recruitment. To discuss what we can to for your recruitment strategy, and find out more about our fully integrated communication tools, book a demo by clicking here.
People often say that everything in this world happens for a reason. Well, sometimes it’s hard to understand and often it can feel very unfair when you are the one that feels the full impact. Covid-19 indiscriminately affected so many of us. It all happened so quickly, that most of us had little time to adequately prepare. And now of course, many of us are already starting to contemplate, what happens next?
The eternal optimist in me says that we need to start planning and to prepare for life after this crisis, because if we were a good company going into this situation, then we can potentially be an even better company coming out of it too.
This disruptive situation has provided most of us with an opportunity to reflect on everything, and assess our strengths and weaknesses. We at Smart Recruit Online will be making some fundamental operational and strategic business changes as a result of what has happened, that is for sure, and I have been looking at new tools and systems that we will need to help make that happen.
Our strengths and areas of expertise will certainly remain within Online Recruitment. Specifically, in talent attraction strategy and recruitment management and selection process and delivery.
Our credentials going into this crisis, saw us consistently outperform every other online recruitment service when it comes to key recruitment metrics, such as application volumes, quality of applicants, time and administration efficiencies and successful fulfilment rates from direct applications and we intend for it to stay that way.
There will be significant challenges ahead when it comes to post-pandemic recruitment of staff over the coming months, as we get back to some degree of normality. With unemployment predicted to skyrocket, impacting application numbers and quality, having efficient systems in place is going to be crucial.
Having the best possible recruitment solution in place to assist you post-pandemic, when the upturn arrives, doesn’t actually require a massive investment of time or cost. SRO have been helping dozens of hospitals all over the UK to recruit front line staff during the crisis and have onboarded entire teams in less than an hour. We also have a free version of our platform and very competitive, low cost options, for paying customers that want to activate a wider range of tools and services.
Anyone can trial our full suite of products and services free of charge for 3 months and use this opportunity to build a business case that is based on evidence and facts, not a fancy sales pitch.
I would like to invite you to join us for an online demonstration, on how you too can quickly and easily get ahead of the game and prepare for the post Covid-19 era.
You can take a tour and then delay the start of your trial until you have your first campaign ready to go, so there is nothing to pay now, just 30 minutes investment of your time to join one of our system specialists and do something that will potentially enable you to deal with the recruitment challenges that lay ahead far more effectively.
Good luck to you and your business, we hope that you and loved ones stay safe and well.
Smart Recruit Online offers an award-winning talent attraction software that can streamline and revolutionise your recruitment. To find out what we can to for your recruitment strategy, book a demo by clicking here.
Talent Attraction strategy is much more than just media acquisition, multi-posting and attracting applicants.
There is a defined art to delivering each component associated with successful talent attraction so that it optimises the outcomes during each stage of the process.
The art and techniques should be influenced by data and research, human behavioural science and tried and tested methods.
It basically consists of 3 primary elements:
Media Range: The breadth and range of media channels that your job actually goes out to.
Media Selection: An evidence-based approach to selecting the right media channels where your prospective applicants are most likely to visit and that give you the best ROI.
Improved Visibility: Increasing visibility within each media channel by manipulating the search engine, so that your job appears higher in the results, thus generating more views.
Increased conversion: Maximising applications by converting more views into actual applicants through better copywriting techniques.
Improved Capture: Avoiding the loss of any applicants in the first stage of the application process.
Improved Engagement: Avoiding early drop off immediately after the application takes place by deploying a reward and nurture strategy.
Getting all of this right for each individual job certainly isn’t easy, but many online recruiters consistently get this very wrong.
Working with our clients to generate significant tangible improvements in this area is certainly one of the most rewarding parts of what we do.
At SRO we have refined every single part of the talent attraction process, in order to optimise results and get more jobs filled with higher quality direct applications.
From job creation, channel selection, styling and tone, to applicant experience. We ensure that every touchpoint with each prospective candidate is designed to increase the probability of a positive outcome. To find out more request a demonstration of our platform.
In 2019, 19% of Americans 65 and older were in the workforce — a 7% increase from 1996. By 2026, that number is predicted to grow to 22%, according to estimates from the U.S Bureau Of Labour Statistics. Interestingly, this wasn’t always the case. In fact, a 2019 research by Deloitte showed that 67% of companies still consider older age to be a competitive disadvantage. However, as a business and workforce, you stand to gain a lot from attracting senior employees to your organisation. With the right jobs and the right support from their employers, older workers can add a wealth of experience, innovation, and add needed diversity to your business.
Older workers are known to be more loyal which means your employee turnover rate is diminished. In the Pew Research Center’s Social & Demographic Trends project, 54% of workers aged 65 and older are employed because they want to be and not because of need or money. Their desire to be employed means they are driven by passion and career fulfilment and are less likely to be constantly on the hunt for a better paying job.
Older workers also come with years of experience in the workforce and a pre-built professional network. With such experience behind them, your business can utilise their acquired skills and past experiences to launch new, reinforced strategies. They also tend to be better in customer-facing and high pressured roles thanks to improved communication and leadership skills, giving you just another reason to consider older workers for jobs. Once you realise the immense benefits of including older workers in their workforce, you must then focus on how to attract such talent. As an employer, the message, method, and channels you use in recruitment will determine the quality and demographics of your potential candidates.
Many companies across America now offer innovative programs aimed at mature workers in the market including fellowships and return schemes. To use this as inspiration, employers must be prepared to amend the terms of employment to suit older candidates such as offering reduced work hours, emphasized medical and wellness benefits and paid training opportunities for older workers looking to switch professional paths at a later stage. This way companies can still access the merits of hiring an older worker, while senior workers can achieve a work-life balance in retirement.
Another way to attract workers from a mature age pool would be to work in conjunction with local and national organizations — such as community volunteer organizations— to become a point of recruitment. One glance at community programs and volunteer effort shows that a majority of people running these groups are often retired and looking to occupy their time.
Employers must also focus on the employment packages offered to their current workers as well. Many older job seekers that are close to retirement age or those not wanting to commit to a full-time job after 65 feel discouraged to even apply to open vacancies since they only have a few years left or seek amended terms. Offering a phased retirement can address this and encourage more seniors to apply for an opening in your business. It can include a gradual reduction in hours and responsibilities or the option of switching to part-time employment or moving into a consulting role.
You can also work with recruitment agencies and online talent platforms that cater just for mater workers like Operation A.B.L.E that works with those aged 55 and older. Above all, rethink your strategy to recruitment and the benefits lesser employed groups such as mature workers can add to your business and beyond. Doing so will not benefit your bottom line and brand, but impact the economy, the wellbeing and the lives of the workforce at large.
Smart Recruit Online offers a low cost multi-award winning online recruitment service with a 98% independent customer satisfaction rating and the highest direct-hire fill rate in the UK.
To book a demo with us and learn more about how our technology can transform your recruiting process, click here.
Many of us — an estimated 10 million in Britain — work in medium-to-large sized organisations. Companies which employ between 250 and 1,000 staff. But the most common source of employment remains small businesses. And very small businesses at that: about 13 million Brits earn their living in organisations with workforces that average around just five people.
Obviously, as anyone who has made the jump from small to large business (or vice versa) can tell you, life can be very different at these two ends of the employment spectrum. But which is better for employee wellbeing and mental health? As it stands, far more research has been compiled on the functions of large businesses, the government’s own civil servants, in particular. But with investigations of small businesses finally catching up, a picture is beginning to emerge that might reveal a definite answer.
Large organisations, which often have more money to invest, often provide valuable training and avenues for their employees’ development and progression. Yet at the same time, employees tend to be suspicious of larger companies and trust them less. This may be down to two reasons: one is a simple matter of size and communication. That it is difficult to always communicate clearly to larger bodies of teams. The second is that larger corporations can be more ‘political’, with their being inevitable winners and losers divided along these political lines.
To contrast this with smaller business or self-employed workers, there are much higher levels of trust, job satisfaction and job involvement. But there are also higher levels of conflict between the spheres of home and work. In the initial advantages of flexible home working and more autonomy, there are also jarring gender differences. With women tending to be more than likely the ones with the highest home/work conflict.
While it is true that more autonomy and control over one’s work can help to reduce stress levels. The problem is that small business-based workers report having so much more of it. And with these heavier workloads comes — paradoxically — raised cortisol (stress) levels. Small business-based workers have also reported increased loneliness and isolation than their larger-organisational counterparts.
As larger organisations struggle to communicate with their employees. It should not be surprising that they also struggle to recognise the individual contributions of their hardest workers. The resulting effect is that people often feel like they are nothing more than invisible cogs in a huge machine. Efforts to identify hard work, such as performance management systems and KPIs, are only understood to have short term benefits. In the long run, asymmetric salaries, bonuses, and promotions, only serve to punish and demoralize workers who feel they’ve been left behind.
Competitive cultures can make the workplace an unpleasant environment, and drive out pro-social behaviour. And if the competition is valued above learning and development this can lead to what is known as ‘knowledge hoarding’. Where team members guard the secrets to their success to ward off rivals.
Small businesses, on the other hand, tend to lean toward so-called ‘mastery climates’, which are the opposite of knowledge hoarding ones. Here people are encouraged to emphasise learning and collaborations with co-workers. Yet that doesn’t mean mastery climates are only available to small businesses. On the contrary, such a climate can be replicated by local managers able to implement model knowledge sharing behaviours by putting a great degree of trust in the employees. In large organisations, positive organisation and support can go a great deal to overcome the conflict that can come about in hierarchies.
It seems that there are not a lot of opportunities to determine what and how the work is done in larger, hierarchical businesses. The result is that work is often fragmented into smaller pieces for employees to work on. Who then fail to realise the bigger picture and the true meaning of the work carried out.
‘Job crafting’ has been shown to be effective in helping to not only retain staff. But also in engaging them and enhancing their happiness levels. Crafting in itself does nothing to reduce the demands of the job, but it does force employees to think about the resources they have and to engage and use them more effectively. This type of crafting is more familiar with smaller businesses (though it isn’t a guarantee), but there is no reason why it couldn’t be implemented into larger businesses under local managers as well.
Job crafting also encourages greater co-operation and dialogue between employees. And can help to unravel a toxic work atmosphere and reduce feelings of isolation in smaller businesses.
There are advantages and disadvantages to working in both large organisations and smaller businesses. It is too simplistic and unfair to say that working in large hierarchical businesses is bad for employees within them. After all, working freelance, or for small companies can also be depleting and bad for mental health. What is crucial to good mental health, is that all employees recognise or find meaning in what they do. After all, work plays a hugely important role in our personal identity and wellbeing. So does making sure that we are paid well, and fairly, for the tasks at hand.
What is equally important is that, whether one is working for a large or small business, there are positive organisational supports in place. Support in the way jobs are designed, and executed; preferably by good local leaders. The use of fairer ways to track performance management is also very important. Especially if it is to lead to the development of a ‘mastery climate’.
Recruitment Trends in 2020
LinkedIn’s 2020 predictions for the world really got us thinking.
How will the macro trends, determined by such a rich data set (their entire 2019 content) play out in the world of recruitment?
The last decade has been the most transformative the recruitment industry has experienced. From the tools we now use, the processes we apply to even the language we speak – it has all changed.
A so-called RecTech revolution has impacted the way we attract, acquire, onboard, understand, manage & even reward talent. The cumulative impact has been a technology network effect. That is, not investing or engaging online is simply no longer an option.
Given that each company, department, and job can require its own unique approach, the need to enable more people with these technologies and tools has never been so apparent.
However, when you contrast all of the influencing forces impacting the job market economy against the vast range of solutions providers out there – it’s frankly mind-blowing! And depending who you talk too – better or worse than ever.
Keeping up with this pace of change and interpreting it so that you can hire or get hired in the most effective & efficient way possible – seems impossible.
However, the attraction, development and retention of the best talent are still listed as a massive concern for the vast majority of CEOs. As Mark Benioff, Founder and CEO of SalesForce, explained;
“Acquiring the right talent is the most important key to growth. Hiring was – and still is – the most important thing we do”.
The emergence of “employer”, “personal” and now “career” branding further demonstrates a radical shift in the world of recruitment.
So that’s my prelude, now let’s make sense of what I believe are the top 10 most significant trends.
There are many stages within the recruitment lifecycle where better decisions could be made. Unless you are on the OJ Simpson trial, the best choices are based on real evidence. In the world of business that proof is in the form of extensive data sets, aka “Big Data”.
The evidence-based recruitment trend will mostly be delivered by technology. AI, Big Data, Machine Learning, Predictive Algorithms & other cognitive technologies are going to enable this shift.
Thinking more intelligently about how we do what we do, based on facts, without slowing us down – will only make us better.
Several significant 2019 surveys confirmed that the perk that professionals appreciate and desire most – is time.
Expect the following “time perks” to continue and expand:
With cloud computing the norm and collaboration tools like Asana and Slack, the time sink of commuting every-day is being addressed. There is no more unequivocal evidence to support this than the adoption of Microsoft 365.
Even the company most synonymous with the desktop & office has its head firmly in the cloud.
Anyone born pre 1980 will remember a corporate world of reputable and trusted brands to work for and the concept that a “job for life” being desirable.
However, between 2000-2010, Gen X and Y shifted employee mindsets towards a “cool culture” as the most influential factor when looking for a job. Initially, this manifested itself in the form of egg-shaped chairs, casual Fridays, ping pong and a beer fridge.
Over the last 10-years, we have seen cultural trends evolve even further. This reflects the influence of the millennials, many of whom – now in their thirties – are calling the shots. And it’s more likely to be double expresso over tequila shots.
The beer fridge has been switched out to a smoothie machine and healthy eating options. Company happy hours? How about discounted or subsidised health club memberships and access to a range of wellness and mental health-related initiatives.
The newer generation genuinely cares about the environment and want to work for companies that take environmental issues and corporate responsibility seriously.
They also have no time for management speak, waffle words and lip service. Any divergence in the public image and the company culture will be exposed by employees anonymously via social media and platforms like Glassdoor.
Even a whiff of “David Brentitus” will be remedied with a level of ridicule that Ricky Gervais would be proud of. In an era where the Clickarazzi can make even the smallest infection go viral, keeping it real is the only way to win.
An authentic & caring culture might seem like a “nice to have” to many leaders, but the trend towards “must-have” is in full effect. If you want the minds of the next wave of bright young talent, you must first understand their hearts.
We have effectively moved from a ‘Cool’ to ‘Caring’ culture. The working environment has replaced the ‘family’ in terms of ‘who will look after me’.
At the point of writing this article, we are just a couple of days away from the 31st Jan deadline.
Markets do not like uncertainty, and the employment market is no different. I think 2018 took the brunt of the Brexit negativity with companies investing more in talent acquisition in 2019. However, this bad break up is not over.
Brexit is the single most potent force that could affect the stability of the British economy over the next 12months. Continued whispers of an economic recession refuse to go away. And subsequent caution and procrastination may resume when it comes to spending money on talent acquisition.
I am, however, relatively optimistic that we will grind out an acceptable deal with Europe and secure a good trade agreement with the US & other international partners. Hopefully, in 12 months, uncertainty will be replaced with optimism and Boris saying, “I told you so”.
Internal training, upskilling & reskilling programs combined with a far more proactive long term apprenticeship and graduate recruitment program that recruits from ground level up, seems to be the only reliable and sensible approach to plugging the skills gap.
Continuous increases in salary and the use of contract workers can not be the long term strategy. The competitiveness of organisations will continue to suffer if labour costs and price pressure are not rationalised with more proactive and forward-thinking workforce strategy.
In a rapidly changing, technology-driven world, it is very easy for individuals to get left behind. The government must anticipate this problem and policy must keep up with reality – even if it’s virtual.
New technology entrants focusing heavily on next-generation features, including social and video learning, microlearning and learner engagement have disrupted the traditional LMS (Learning Management System) market over the last few years.
Look for the emergence of Learning Experience Platforms (LXPs) to see where this market is heading in the future.
AI continued to make a significant impact on the recruitment environment last year and is set to continue for years to come.
Just as robotics has shifted mechanical tasks away from human beings, AI has the potential to impact so-called knowledge workers. Reskilling programs that are run either within colleges or the workplace can help address these issues.
Any company that fails to see the overall and ongoing role that variants of AI will bring to the table will undoubtedly get left behind. Burning Glass has demonstrated that AI is no longer a buzz in this industry – it’s in play today.
2020 will “clearly see” more technology platforms embrace and incorporate AI. Also, watch out for a new variant of AI dripping into our consciousness as Quantum AI joins the conversation over the next few years.
“Quantum recruiting” – you heard it here first!
Independent recruiters and HR professionals that deliver recruitment services directly to corporations will start to benefit from the lower costs of Talent Acquisition and HR Technology. While most already understand the benefits, they are put off by what the perceived investment would have on a “Me Ltd” business model.
The reward to the (early adopter) recruiters will be that more clients will that want to work with them. The independent recruiter model makes sense in the right situation. By adding a technology benefit (usually reserved for teams), it will make even more sense and therefore more money for the freelance professional.
The advantage to the client will be a deeper external recruitment partnership that can provide a more comprehensive range of recruitment & HR services.
Advanced recruitment platforms and tools such as Smart Recruit Online can become the cornerstone of the independent 2020 recruiter’s service offering.
High on the agenda for many companies are issues such as wellbeing, mental health, and diversity.
We believe that 2020 will trend away from a reactionary box-ticking approach to these critical issues – to a more proactive mindset.
Depression and anxiety alone cost the global economy more than $1 trillion in lost productivity every year, according to the World Health Organization.
As the millennial’s move from the management to the executive level of the corporate world – expect their values and concerns to permeate only further.
Most of us are aware of and probably already use an ATS or HRIS system for managing recruitment activity.
What you may or may not know is that ATS and HRIS systems don’t really do meaningful talent attraction. Or at least they do it poorly and in most cases are actually counter-productive to a direct hiring strategy. They also offer minimal configuration and customisations are usually very slow and very expensive.
Unwitting users are often stuck with a complicated, over-engineered one size fits all platform for several years. Modern recruitment platforms are cloud-based, plug & play, and acts like a configurable web application rather than a website. Think of a mobile device where each feature that you want to use is downloaded and activated like an app.
Next-generation software platforms are designed to be far more proactive and effective when it comes to talent attraction. They are simpler to use, provide a better candidate experience and cost a fraction of the price of an ATS or HRIS service. However, before you rush to throw away your ATS. First, look at whether the system you are considering can complement what you already have.
The recruitment ecosystem is fragmented. Centralisation systems are evolving to help users embrace and utilise the ever-changing best in class tools and services.
Despite the marketing hype, the idea that a single technology platform will be the “total” end to end solution – now and forever – will continue to trend towards nonsense.
A single dashboard that consolidates and generates management information from a dynamic technology stack should be the preferred end game.
I will paint the scene. You sign up for an expensive ATS or HRIS. Once the system is installed and you’re trained to use it, it’s as if the vendor no longer has any interest in you.
But now you’re signed up for the next 3 years. And that’s the SaaS model and good luck trying to get someone on the phone who can actually help.
Servicing models that take a proactive role in ensuring that users continue to get the most out of technology will be the trend as customer churn becomes the focus. Customer acquisition is only as powerful as customer retention when it comes to growth.
Beyond ‘services’, expect a commitment to performance becoming a vital feature of the current business models. This will, in turn, change the mentality of the vendor in terms of the ongoing development & support of their technology and customers.
Vendors becoming accountable for what their tech delivers is what the market wants.
Solutions providers understand that adapting and supporting an evidence-based approach to the processes that are applied will influence and optimise desired outcomes when using their systems. And we are back to prediction number 1 – Evidence based recruitment will become the norm.
Smart Recruit Online offers a multi-award-winning talent acquisition software that will streamline and revolutionise your recruitment strategy.
We offer a customisable cloud-based platform integrated with multiple screening tools, enabling you to make well-informed recruitment decisions.
To find out what we can do for your recruitment strategy, book a demo by clicking here.
Simple Tips For Successful Senior Care Recruitment by Lucy Wyndham.
It’s no secret the care sector has a high turnover rate — 128,000 new staff members need to be hired every year to meet increasing demand and replace those who leave or retire. Increased demand alone means a whopping 500,000 new employees need to be recruited this decade. That means the pressure is now on for recruiters to attract and win over the most qualified individuals.
There are more than 500,000 job related searches performed that relate to the care sector every single month and most prospective candidates will start their job search in a search engine. However, the diversity of results means that posting your jobs to just one or two channels will significantly reduce the number of job advert views and subsequently applications. The major job boards such as Reed, CV-Library, Monster, Indeed and Totaljobs certainly dominate the search engine results and according to statistics provided by Smart Recruit Online, will provide the majority of online applications.
Social media is one of the most useful recruitment tools in the modern age. Senior living providers should ensure they have a strong web presence and advertise vacancies on popular social media sites like Facebook, Twitter, and LinkedIn (the latter is visited by 25 million job seekers each week).
Moreover, it’s useful to create an entirely separate careers pages for recruitment. Not only will this look more professional to families and seniors (they won’t have to see job ads when they check out your site), but you’ll also look more organised to job applicants as well. On the other hand, it’s also important to monitor company review sites for opinions posted by current and former employees. If an interviewee brings up a negative review in an interview, you want to be ready and able to address their concerns.
Abuse is taking place in 99% of care homes across the UK, the Independent reports. It’s commonly found homes with high levels of abuse also have high levels of staff burnout. Care Home staff are often under pressure without adequate support or training, which leads to various types of abuse. Financial abuse, in particular, is a huge problem for the elderly. Seniors are often vulnerable to theft and extortion, which is carried out by people close to them like caregivers.
Although pressure is on the government to solve the root causes of elder abuse, recruiters can also act to help keep care home residents safe. In particular, recruiters should look for staff with the right values to fill care roles. It’s also essential to check credentials and references and run background checks for all potential hires since elderly people are at such a high risk of abuse.
It’s commonly thought working in the care industry is an emotionally and physically draining job with little relief. Recruiters should work to combat this myth by promoting the positive benefits of the job on social media channels.
In particular, you can play up the social aspects, such as outings and activities with the senior residents. Highlight the close relationships formed between elderly residents and their carers. Moreover, many people — particularly those in the Millennial generation — are now looking for jobs that allow them to make a positive difference in the world. So, recruiters should also highlight the positive impact carers make in the lives of the elderly.
It’s true that jobs in senior care aren’t for everyone; it takes a special kind of person.
Lucy Wyndham is a Freelance Writer and Editor.
Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.
We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions.
To find out what we can to for your recruitment strategy, book a demo by clicking here.
Does your business have a recruitment plan? Sensible preparation could help you over the line in the dash for talent as we find ourselves in a candidate-short market.
New research by the Korn Ferry Institute predicts a major recruitment crisis with a significant future shortage of skilled workers. The study estimates that by 2030 the global talent shortage could reach 85.2 million people, costing companies trillions in lost business opportunities.
The United States financial services sector is projected to suffer the most, while European financial centres, like the UK and Germany, could struggle to retain their global positions due to the looming skilled-talent shortage.
Strategic action to address this is essential and it should start now. Business leaders who move talent acquisition to the top of their agenda will be in the best position to compete for scarce talent in the future.
In this article, I’ll be looking at what businesses can do to attract talent in a candidate-light market.
Agency recruitment isn’t always all it is cracked up to be. For a start, how can an agency know everything about your business? Deciding who should handle your recruitment isn’t an easy decision and there are pros and cons for seeking talent yourself or using an outside recruiting team that is dedicated to looking after your recruitment needs.
One of the biggest arguments for keeping recruitment in-house is to avoid huge recruitment fees. Mike Knivett, MD at Artemis Marketing, found using external agencies costly and not always successful in finding exactly the right candidate.
“We decided to bring recruitment in-house and hired a specialist on a part-time basis to help us. Since our recruitment specialist, Caroline, has been on board we have successfully recruited some amazing people who are exactly the right fit for us. Caroline has been able to work closely with us to really understand our culture and business needs.”
If you do decide to use an agency, it is a good idea to partner with one that has a high level of specialism suited to your business needs. This should at least ensure you get access to the right pool of talent. By working with the same recruiter, they can also get to know you and your business and ensure that there is a good cultural fit, in addition to having the right skills and experience.
Social media is being used like never before in the race to find talent. Building your reputation online is by far the easiest way to reach the talent pool of the future. Millennials and Gen Z will soon become the biggest cohorts in the labour market.
Both groups embrace social media as their main form of communication. Millennials tend to use Facebook and Instagram, while Gen Z also uses Instagram, they also watch YouTube and communicate via Snapchat. Be mindful though, that social media is great for communication and establishing your brand, but not always as a stand-alone job advertising media.
See more about how Millennials and Generation Z use social media here.
70% of respondents to a Global Human Capital Trends survey by Deloitte cited recruitment as a critical issue when it comes to effective growth. High rates of employee-initiated turnover, low unemployment and the accelerating adoption of automation, which is creating intense demands for technical skills that don’t exist in today’s workforce, are making the job of finding qualified talent harder.
If talent shortage predictions are true, businesses will need a robust training and development programme to teach the skills they need in business. In fact, there are already enough talent shortages across more than 500 recognised skillsets to warrant adopting a fresh approach to attracting and retaining staff.
Internal talent mobility isn’t a new idea, but it is an area that isn’t tapped enough. According to Deloitte, reskilling an internal hire can be done for as little as one-sixth of hiring an external candidate. Emphasizing internal promotions illustrates to your employees they have a future in your business. This will go a long way in addressing the talent shortage and improve staff retention.
The national apprenticeship program and levy are all designed to encourage businesses to recruit ‘out of education’ and look outside of the obvious skillsets, in order to address similar issues. Expect to see this type of strategy become central to most larger organisations growth plans in the future.
You may not realise it, but your employees are an untapped resource when it comes to finding new talent. Your employees have an established network of friends and associates. They understand your business and are in a position to filter potential recruits to you with the appropriate skills and competencies. This could be one of your best recruiting tools.
Your business will only become a magnet for talent if potential candidates hear good things about you. Salaries are no longer enough in isolation to entice the best people. Talented individuals are looking for companies with a strong and positive culture.
Things like Corporate Social Responsibility, business ethics and a caring and supportive environment are increasingly important and often mean more than salary. Wellbeing programs and robust learning and development opportunities are also on the list of must-haves that candidates are looking for in a company.
The future shortage of talent isn’t an industry-specific problem. Whatever your business, whatever the sector, you should be identifying business strengths to ensure you can attract candidates ahead of your competitors. You will, of course, also need to work hard at retention strategies too, which means an increasing focus on culture.
Ignore the recruitment problem and your business will suffer. The digital age means businesses with poor culture are being exposed like never before.
Annie Button is a Portsmouth based writer and recent graduate. Annie has written for various online and print publications, she specialises in business, Recruitment and career development’.
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