Scaling tech businesses, in particular, have seen a huge rise in demand over the last few years as our reliance on technology grew significantly. Take the likes of Zoom, for example, its sales were up 370% in 2020 compared to the previous year, and it expects sales to rise by more than 40% in 2021. In the […]
In today’s competitive and candidate-driven job market, hiring managers can spend as little as seven seconds looking at a CV as they’re under pressure to screen quickly. Therefore, it’s not surprising that job seekers may want to add a little creativity to their applications in a bid to help them stand out and capture attention. So, in principle, a creative CV should hold the gaze of a hiring manager for a little bit longer, but again there are some complications. Firstly, if you’re trying to show your skills or experience creatively, it may be harder for hiring managers to find the information they’re looking for. Trying to be too clever or too creative could fail as it could be harder to interpret some of the key points that you wish to stand out, but that very much depends on the layout and design you opt for. Remember that relevance is what’s important to recruiters. Fancy layouts don’t prove candidates can work (unless it’s for a creative design role).
It may seem a little early to start thinking about 2022, but the reality is, it will be here before we know it. Business leaders are beginning to put plans in place for the new year, whether assessing budgets or preparing new strategies for success. It’s a great time to evaluate what’s working and what needs to change so that you can prepare for a change in the new year. A new year is a fresh start, so it’s a great excuse to experiment with new strategies in all business areas. And, with the dust finally beginning to settle on a few years of uncertainty, it’s becoming clear that now is the ideal time to adjust tactics and refine your business approach across all areas. So why should your recruitment strategy be any different? Here are some reasons why you should start putting the wheels in motion now so that your recruitment strategy is ready for 2022.
cruitment game is becoming more about speed and agility than ever. This is causing concern for many companies, as, of course, they want to be sure about the people they’re hiring and know that they’ll be excellent quality hires. Scaling businesses that have smaller teams to begin with need to ensure that the people they’re hiring are a cultural fit and have the skills to grow a business and enhance its offering. Therefore, it’s understandable that these businesses, where possible, would like to take time when it comes to hiring, including multiple interviews, tasks and time to decide with the wider team. However, in a highly competitive, candidate-driven market, time is a luxury few employers can afford.
In the last twelve months, recruitment strategies have had to adapt to change. Hiring practices that were the norm in a post-pandemic world are beginning to look dated and ineffective. With remote working and skills shortages taking over, it quickly became apparent in the early half of this year that the recruitment landscape wasn’t ever going to be the same as it once was, and many of us had to adapt. Therefore, we’ve had a lot of time to experiment and reflect on what hiring practices work best in this new normal.
Recruitment is becoming more quality over quantity. It’s no good making lots of hires for your scaling tech business if they’re all going to leave you shortly after joining, or if they aren’t going to help you grow. Poor quality hires can hinder growth in many startups, especially if they take a long time to pick up the required skills and responsibilities.
s time to determine the actual quality of the hire and for each business. With different KPIs and business goals, the definition of a quality candidate will alter. Likewise, metrics that define success will be personal and can change. There is no one size fits all formula to determine whether hiring a particular candidate was a good move for your business. But, one thing is certain. The quality of hires you bring into your organisation directly reflects the quality of your recruitment process. Suppose you’re hiring people who are an excellent fit for your business. In that case, it shows that you are accurately showcasing your employer brand, using the proper recruitment marketing techniques to get in front of candidates, and having a great candidate experience that encourages applications. If you aren’t hiring the right people, then it’s likely that your recruitment process needs some work, whether that’s expanding your talent pools or working on your employer brand communications.
In the growth stages, there can be pressure to maintain your hiring momentum to demonstrate your success. Hiring more people means more demand for your services, which means your business is thriving. However, as a growing business, you cannot hire all the time. There isn’t the capacity, and there isn’t always the demand to hire new roles. Hiring freezes are sometimes essential as your business progresses.
When done strategically, freezing or pausing hiring can create much-needed breathing space for your HR teams which can help give your business a competitive edge. Especially in today’s competitive talent market, you can be caught up in the rat race of recruitment, trying to bring in qualified candidates as quickly as possible regardless of their cultural fit or expectations. Aspects of the hiring process and employee experience often get lost or overlooked during intense hiring periods, so giving yourself time and resources to reflect and evaluate these processes could help refine your hiring process. Instead of recruiting quickly and without a real strategy, you can ensure you’re planning ahead for future hires, creating better experiences for new and existing employees and build a more tactical approach to hiring, which will set you ahead of the competition.
With so many companies now making the leap into virtual recruiting, recruiters have been thrown into a whole new way of working. Virtual recruiting isn’t anything new, but with more recruiting being done online than ever before, you’re bound to be making some mistakes. Here are some of the mistakes you’re making in virtual recruitment, […]
Notice periods have long been an issue for recruiters and employers. In a scaling business, you often need to hire talent quickly to meet a sudden increase in demand or to help you reach the next level of growth. Of course, having to wait for your perfect candidate to start is never ideal, but many of us are willing to do so for the right person, even if it pauses growth plans slightly. After all, you want to hire them for a reason, and they could be the perfect fit for your scaling business with all of the right skills and attitudes you need.
However, at Talent Works, a trend our recruitment experts are seeing more and more of is extended notice periods even for junior candidates. For roles like UX designer, where the only requirement is a Bachelor’s degree, many of our recruiters are seeing three months’ notice periods instead of the usual, and often expected, one month. Which, if you’re a scaling business looking to hire quickly, could pose a problem. Especially if you’re expecting candidates to have a month-long notice period.
On first September we hosted a Leaders Talk Talent Roundtable with Talent Acquisition professionals from Moderna, FinancialForce, LexisNexis Risk Solutions Group and MassTLC. We discussed the impact of the pandemic and what it’s brought for talent acquisition including how these employers had to adapt their talent strategy. We also shared some tips for post pandemic […]
