What is the ‘Year Of The Candidate’? Find out what this means for business owners:

This year has been billed ‘The Year Of The Candidate’ due to skills shortages in the marketplace. Ever since the term was first coined in a Wall Street Journal article at the very beginning of last January, the concept quickly gained momentum amongst HR circles and those who are passionate about matching the best people with the right roles.

But as a business owner, how will this have an impact on the work you do? Basically, there aren’t enough white-collar professionals to go round. If you want to fill your higher-level positions, you’re likely to face a struggle. It’ll take more time, and you’ll have to be much more thorough in your search.

Here, we’ll take a look at what you can do to ensure you can still find the right people when you need them.

It all starts with your recruitment processes. Instead of waiting for the right candidates to come and knock on your door, you might well have to go out there and find them. Are you building your contacts? Do you know where you can access the best people? Are you keeping in touch with them regularly, to strengthen the relationship and build trust?

Whilst newer, online tactics are definitely on trend right now, and it’s true that they can bring a massive amount of value to the table, don’t forget the more traditional approaches. Real world connections can make all the difference in this type of climate. The best recruitment strategies will usually merge the two, though will be tailored according to your own business’s culture and priorities.

Next up, make sure you’re showing your candidates that you value them, even before they step foot in your office. They’re pressed for time, and they’re assessing you as much as you’re assessing them. They have other options, so they aren’t going to stand for anything less than sparkling treatment. Hone your communications, make sure they’re timely, and invite feedback at all stages of the process.

These trends may well last longer than just 12 months, so if you’re keen to win the war for talent, you need to make sure that you’re fit for battle.

Struggling to find the right people to help you to drive your business forward?

Give us a call today!

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Are you welcoming new staff into your business? Get it right the first time!

Recruiting a new member of staff for your growing business can be a really exciting time, but it’s something that you should definitely consider carefully before you rush into taking action.

One of the key challenges that you’re going to face is ensuring that your new recruit is welcomed into your existing team without any significant issues.

Of course, some of the basics can be covered by exercising a little common sense and forward planning. You probably don’t need us to tell you that your new member of staff will need to be able to log in to the computers, access your policies, understand their terms of employment, and know where they need to go if they want to grab a sandwich or use the bathroom.

There are wider considerations that need to be made though, and while they’re often pretty simple, they’re easy to overlook. Here, we’ll explain more:

Be sure to brief your staff on the changes

Before your new member of staff starts work, hold a briefing with the existing team so they know what’s happening. Explain a little about the role that your new recruit will be carrying out and how that fits into the bigger picture. Too many problems occur simply because there has been a lack of communication, so make sure that you keep everyone updated and involved.

It might be the case that you’re asked questions about how the changes could impact on existing roles. Staff may be concerned that they’ll no longer be able to work overtime, for example. Be prepared for questions of this nature, and try to provide detailed and honest answers wherever possible.

Know who has responsibility for the induction/new employee orientation

If it’s one of your line managers who will have overall responsibility for your new employee, you need to make sure that they’re capable and willing to step into that role and really own it. Having someone who will oversee the induction process, ensure that any necessary boxes are ticked, and solve any problems that might occur is the only way to stay organized.

In practical terms, the induction or orientation is likely to involve a varied cross-section of the team. There may be some job shadowing carried out, for example, or you might decide that it’s a good idea to ‘buddy up’ new employees with more experienced members of staff.

Carry out regular check-ins with your new employee

Getting to grips with a new role can be a big challenge. It’s likely that your new employee will have a lot to learn over the coming weeks and months. You might traditionally carry out formal performance discussions once every 6 or 12 months, but you really shouldn’t wait this long with your new recruit. Make sure that conversations are taking place more regularly.

Bear in mind that appraisals, formal or otherwise, aren’t just about telling someone where they need to make improvements. They’re about supporting the individual so they can reach their full potential, listening to their thoughts and concerns, and developing an action plan to get them to where they need to be.

Recruiting staff, and everything that goes with it, can be extremely daunting. As with all things though, you become much more confident with a little experience and a good plan to stick to.

If you’re looking to build your workforce and you feel like you’d benefit from working with a professional to ensure that you get things right, feel free to connect with us.

Give us a call today!

Website: www.TheWorkforceConsultants.com

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