According to Sifted, Europe currently has almost four times as many unicorns as it did this time last year. 2021 was a record year for unicorns, especially in the UK, as 25% of the country’s Unicorns were founded in the last 12 months. As you probably know, a unicorn is a term used in the […]
January has always been a hectic month for recruitment. Jobs always factor into induvial goals for the year, and as a result, the New Year, New Job mindset is strong. After the downtime of Christmas, January seems like the perfect time for businesses to start hiring new roles and for candidates to start looking for […]
As the talent market is set to grow even more competitive in the coming year, Employer Branding is sure to be the main differentiator between organisations. How employees and candidates perceive a business as a place to work will hold more influence than ever before as employers become compelled to match salaries and benefits if […]
The 2021 Recruiter Nation Report claims that 80% of recruiters’ priorities have shifted when it comes to talent acquisition. It’s no surprise, as the talent market has changed dramatically after the last two years. We’ve gone from employers holding power to a candidate-driven market, with more vacancies than available talent leading to never-seen-before levels of competition. Candidates […]
It’s the time of year when we all start thinking of new year’s resolutions, promises that we make to ourselves and try our hardest to keep. Although they’re usually personal goals, there’s no reason that businesses can’t adopt the same approach. A new year is a great time to establish new goals, reassess strategies, and […]
The world of HR tech is growing rapidly. New programmes and software are emerging every day to help with the recruitment process and your people strategy and employee engagement. For example, talent management technology can help identify staffing requirements, develop employees and recruit or onboard new team members. In addition, tech can be used for the entire hiring process and performance management, succession planning and learning and development.
Environmental issues are becoming more of a talking point than ever, and many of us are starting to prioritise the impact we have on the environment in our daily lives. More of us than ever are conscious about how we travel, the amount of waste we produce, and other renowned factors for damaging the planet. […]
It’s no surprise that, for many, keeping hold of their employees and focusing on employee retention is becoming a number one priority. However, in 2022, as the race for tech talent tightens and there are consequently more opportunities, attrition will be just as big of an issue as the skills gap. As a result, there will be more temptation for employees to leave, and if your company hasn’t addressed any problems, that could be motivation to push them out of the door. Employee retention will become almost as important to your people strategy as attracting candidates because businesses will need to hold onto their people if they ever wish to grow. Otherwise, you’re stuck in a continuous recruitment cycle.
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.
Failing to screen CVs properly will waste everyone’s time. If recruiters let fake CVs like this one slip through the net and reach further stages of the recruitment process, the likelihood is they’ll have to start again once the truth comes out. Restarting the recruitment process is costly and time-consuming, plus there’s a chance you could lose out on talented candidates that have already been rejected the first time around. In a candidate-driven market, these skilled people will likely have been snapped up by the competition. Recruitment teams will double their work, and the role will take longer to hire, which could cause productivity problems later down the line.
