The Recruitment & Employment Confederation (REC) latest Labour Market Tracker, 1 December 2022 reported the stability of number of active postings, between 1.39 to 1.5 million active job adverts since mid-August, suggesting a pattern of strong and stable demand despite a wider narrative of concern about the economy. The cost of living crisis, post the pandemic has encouraged more individuals to consider a different role, however with demand for talent continuing to outstrip availability the ability to have a robust, nimble recruitment process continues to be an imperative.

Create a compelling job and person specification

For speed reusing job specifications for subsequent hires may be tempting but it is worth taking time to ensure that the duties and skills requirement listed continue to be relevant and attractive to potential applicants. Taking the time to speak to the hiring manager/team they may be able to identify skills that continue to be essential, or that are desirable, what opportunities are coming up this new hire could get involved with, what capacity is within the company to help train someone missing certain areas of experience.

Share insights into the wider organisation

Include a brief introduction to the organisation, its culture, ambitions, how this role fits into that, the part this role will play in contributing to this success as part of the job specification. Include reference to how the support someone can expect both upon joining the organisation, and what ongoing support a new hire should expect.

Research the market

Your recruitment partner can assist not just in benchmarking salary and benefits but in sharing insights into trends in your industry, what job seekers are looking for, such as role specifics or working patterns sought. You may not be able to compete on salaries being offered, but there are other, compelling reasons for candidates to consider when choosing their next move.

Review your recruitment process

It is reported regularly that a robust, nimble recruitment process is imperative. Establish key dates for reviewing CVs, conducting interviews, confirming decision and extending an offer (including paperwork). Identify decision makers in the process and ensure they are available whether conducting interviews or signing off offers.  Ensure prompt communication and feedback is shared, this helps minimise risk of candidates dropping out of the process, or sharing feedback more widely if they have had a negative experience during their application.

Prepare your interviewers

Interviews are a two way process, exchange of information. Ensure anyone involved in the interview process is up to speed on the role requirements, and ready to sell the opportunity, both the role itself and the wider organisation Having set, open questions that each candidate is asked can be a useful part of the interview process to help more objective interviewing and post interview comparison. Consider questions that give the candidates the chance to open up about what they enjoy doing, where they have added value whether in their personal or professional life, you may discover skills that could be highly beneficial to the company. It goes without saying ensure interviews have sufficient time built in to the interview schedule to read up on the candidates (CV, application form etc.) ahead of the interview to prepare relevant questions to ask.

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