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The perfect storm.

Tuesday, 11 September 2018

Low unemployment, high employment, wages on the increase, and a generation of skills gaps going back to the 80’s. It seems a long time ago when we were gripped by the 2008 global recession which was arguably the largest since the Great Depression of the 1930s but believe it or not we are still suffering from the aftermath.

Despite costs going up just about everywhere wages have been suppressed since 2008 and are only just starting to see the green shoots of recovery. Unemployment is the lowest it’s been since 1975 and the migration from Eastern Europe has slowed to a trickle since the vote to Brexit, to cap it all we have an unskilled generation gap left by the decline of industry in the 1980s and the abolishment of apprenticeships.

Things have moved on since then. Our country is no longer the manufacturing giant that it once was and service-based Industry now accounts for 80% of GDP, not to mention the technical sector and all the jobs that haven’t been invented yet!

So, what does it all mean to employers? 

In 2018 the job seeker has the advantage and although money is not always the main motivator the first question that is asked when considering a new job is…how much?

Long gone are the days of 9-5 too, now it’s all about flexible working and employee fulfilment[IB1]  and employer brand. From a practical perspective its not always possible to stay ahead of the curve but even a few tweaks to working conditions and employee benefits could help make your business an attractive place to potential talent.

To help get you started here are a few tips to help you attract the best recruits and more importantly keep them.

Know what it is you need An unplanned job description cobbled together over a ham sandwich is a big no no. Plan it and draft a proper job description noting the key responsibilities and essential skill requirements.

Know yourself understand what your strengths and weaknesses are, promote your strengths and improve on your weaknesses.

Be flexible It’s not necessarily about working from home. Instead, focus more on results and less on how many hours someone sits in a chair.

Be friendly Have a personal approach to recruiting, answer emails promptly and engage with people on social media.

Develop your employees Training, development and education are an important draw for new workers. It not only helps you develop people who are technically excellent, your team will innovative by finding solutions to problems which leads to constant improvement.

Build your brand Encouraging employees to be brand ambassadors to others will help reinforce your organisation’s image, which over time will make you more attractive to potential talent.

Invest some time Too many employers expect new employees to start working on day one without providing proper training. Invest in recruiting, onboarding, training, and development.

People change Have open discussions with employees about short-term and long-term goals, and then work with them to meet those goals.

Encourage new ideas This not only helps them learn and grow but it can also lead to breakthrough ideas for the company. When people are encouraged to share ideas, it builds a dynamic workforce where people are passionate about what they do.

Pay attention to trends It’s important to pay close attention to market trends and understand what draws candidates. A company should try to continuously adapt its workplace to reflect this.

Recruitment takes time and costs money. The average cost to hire is £5500 and rising to a whopping £35K to get your new recruit up to speed over a six-month period! Get it wrong and the costs double. So it makes sense to get it right first time around.

If you are thinking about your next hire; get in touch. In the hope that when the time comes you will remember us, we offer free advice on how to get the best of the recruitment process, salary scales and good practice.

Happy recruiting!

Ian Banks - One to One Director 


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