The recruitment world is shifting here in the UK. Speak to most recruitment agencies or in-house recruitment specialists and they will tell you that the number of vacancies is down and the number of applicants is up.
We have had a number of clients liquidate their businesses in the past 6 months, making all staff redundant, and they are not alone.
Business owners are VERY worried about the changes to the National Minimum Wage in April and the upward pay pressure that puts on employers for other staff pay increases.
In addition, there are additional on costs for employers as the increase in National Insurance takes effect and the threshold is lowered.
Speaking to one recruitment industry friend, the temp staff market is still quite buoyant as these staff can be cut easily and quickly should finances become strained.
Many business owners feel that they are at the mercy of world economics and decisions being made in larger arenas, leaving them navigating through a challenging recruitment landscape within their own businesses.
Proper Planning
Proper planning is more crucial than ever. It involves defining the role, understanding the skills required, and considering how this new hire fits into your current team structure and future business plans. Small business owners should invest time in outlining the company’s needs both in the short and long term.
This clarity will not only help in crafting an appropriate job description but also in aligning the recruitment process with your business goals in these turbulent times.
Crafting a Good Job Description
A well-defined job description is vital to attract the right candidates. It should clearly outline the role responsibilities, required qualifications, and desired skills. Additionally, it should reflect your company culture and what makes your business a unique place to work. This not only helps in attracting candidates who are a good fit but also sets clear expectations for all applicants about what the role entails.
Budgeting for Recruitment
With financial pressures mounting, budgeting for recruitment is critical. Recruitment costs can include advertising fees, recruiter fees, time spent by internal staff on recruitment activities, and potential training and onboarding costs for new hires.
It’s essential to anticipate these costs and incorporate them into your financial planning to avoid unexpected expenditures that could impact your business operations.
Creating a Robust Job Advert
Your job advert is your chance to sell your company to potential candidates. It should be engaging and must highlight key benefits like career growth opportunities, learning and development programmes, and any unique perks your company offers.
Ensure that the advert is placed where your ideal candidates are likely to see it, such as industry-specific job boards, social media platforms, and professional networking sites.
Conducting a Thorough Recruitment Process
The recruitment process should assess candidates’ skills, attitude, and aptitude. Utilizing a mix of interviews, practical assessments, and, if applicable, personality tests can help gauge a candidate’s suitability. It’s also advisable to involve various team members in the recruitment process to obtain multiple perspectives, which can be crucial for assessing how well the candidate fits into the team.
Final Thoughts
Recruitment is a significant investment for any business, particularly for small businesses where each hire can have a profound impact.
By planning properly, budgeting effectively, and recruiting wisely, you can ensure that this investment pays off in contributing to the long-term success of your business.
Remember, the goal is to find someone who not only has the right skills and experience but also shares your business values and vision.
