The New Year is a great time to make changes in your life, and your career. You can turn over a new leaf in almost any aspect of your life. Recruitment is no different. If you’re involved in hiring staff, you could always be doing better, even if you’re already recruiting at a high standard…so why not make some Recruitment Resolutions?
While you’re writing your list of personal goals for the year, throw in a few aims to save time, money and stress – target the things that you feel need fixing in your recruitment strategy. Here you’ll find out not just what to expect in 2016 but how you can expect your recruitment to change as the New Year begins and what kinds of resolutions (or revolutions) you should be making. We’ve got all that covered in this guide, so read on for all you need to know.
Octo Tip: Try to set concrete targets you can work towards - rather than “improve time to hire”, think “complete 90% of campaigns within three weeks“, for example.
What to expect in 2016
Every year brings new technologies, strategies and ways of working for those in HR and recruitment.
So what will 2016 bring?
We can expect to see continuations of trends that have been occurring for several years now. Here are some highlights:
The future’s mobile: Candidates increasingly want to find and apply for jobs from wherever they are in the world. With that in mind, we’re sure 2016 will bring better mobile optimisation for job boards and recruitment websites.
Digital candidate attraction: In the same vein, we can expect to see more apps specialising in various types of job seeking and recruiters will be continuing to try to grab the attention of candidates through digital platforms. Passive and casual job seekers will find simple ways to pass on their CV through a single tap, while more and more tools exist to help both candidates and employers organise their tasks and time.
Impress the candidates: As the job market grows, candidates will have more choice of jobs and so employers and recruiters can no longer just sit back and wait for applications. Employer brand (the way candidates perceive a company) is more important than ever! Make sure that yours looks outstanding, one way to really engage candidates would be through a user friendly attractive careers micro-site.
Service please: The service and hospitality sectors, including tourism, are growing. There’s more work in bars, restaurants, retail and travel as people have more spending money coming out of the recession. These industries will be on the up, watch this space in 2016.
Octo Tip: If you’re not already open to idea of candidates leading the way, 2016 is the year to adjust that attitude!
Beyond the CV: A candidate’s profile will consist of more than just their application as social profiles are increasingly taken into account. Job seekers should be careful of what finds its way onto Facebook and Twitter.
Government initiatives: The new living wage of £7.20/hr for over-25s will be introduced in April and hopefully mean those in low-skilled work get a better deal…though these industries may not recruit as many as they did due to the elevated costs. Even better, 3 million new apprenticeships will be created by 2020, so we’ll see great training opportunities for both workers and employers getting underway.
Recruitment technology Liam Coleman's perspective:
The overall candidate experience is key to connecting employers with talent. More and more companies are paying attention to how the candidate journey starts as opposed to just how it concludes. It is evidently more and more important to get the experience up to modern speed for both parties. Arming your company with a robust recruitment system will go a long way to achieving this goal with very little admin involved.
Octo Tip: Don’t forget about recruiting within, as apprentices and junior members of staff will be looking to move up within the company and progress with their responsibilities.
First quarter: Seasonal trends
We’re sorry to say it but coming back to work after the New Year is a disappointing experience. Turkey, presents and fireworks are by now long forgotten, and now you’re back at the office – and at what happens to be the busiest time of year for hiring.
Just as all good recruiters make resolutions to improve their hiring, many candidates decide to get a new job or to move up in their career. That’s partly why in January you’ll be as busy as you are at any time of year.
Here’s a few other reasons you’re likely to have a lot on your plate in Quarter One:
• Work of all kinds gets done that had been put off due to people on holiday over the Christmas season. A big project requiring several members of staff wouldn’t have got completed in December if someone was always away.
• Contracts are renewed (eg with suppliers).
• New strategies and goals come into play at work (kind of like a company’s own resolution!).
• Many businesses renew their budgets from January…so all kinds of work can now be paid for (and the client will want this work completing asap).
Octo Tip: January is a great time to find the motivation to make the changes needed in your recruitment strategy, take the leap and do the work that you have been putting off all year!
What should you be changing as we head into the New Year?
We suggest picking one or two key metrics to really work on, and identifying a numerical target to hit:
Time to hire: Time is money! Taking too long to hire means you spend a lot on job boards and you make candidates impatient. Also it will just take longer to get the benefit of the new staff. If you can decrease the time between recognising a need and welcoming the candidate for their first day, you can be more flexible – it means you may even be able to fill a role within a departing employee’s notice period. A protracted hiring period could be a sign that those recruiting for a role don’t know exactly what kind of person they’re looking for.
Candidate fit and retention: Sometimes it seems you just have the wrong candidate and find yourself recruiting again a month or two later. You need to get better at making the right choice in the first place, or alternatively, rethink your training and onboarding procedure. Those entering a job who are not properly supported or ‘just left to get on with it’ rarely stick around long.
Cost per hire: There are many costs associated with hiring, and you’ll want to keep them as low as possible without sacrificing the calibre of your candidates. If you’re using expensive recruitment agencies you should keep in mind that they overcharge to cover the time they spend searching without being able to find a successful candidate. Other costs include ad placements and time out of your day to interview and screen. The good news is that you can cut costs with flat fee recruitment and volume purchases of advertising.
Octo Tip: Resolutions are unlikely to be fulfilled all at once. Allow a few months to see whether your changes are really working.
Offers vs acceptances: All recruiters know that sometimes you’ll offer the candidate the job, and they say ‘no thanks’.Something during the process may have put them off – perhaps they didn’t like the people? Did you take too long to make the hire, or fail to reveal the low salary until the process was underway? Possibly, a competitor may have stolen them away.
Or alternatively, there may have simply been nothing you could have done…recruitment is never an exact science. See things from the candidate standpoint, or ask politely why they declined.
Success rate: Do you sometimes fail to fill a vacancy at all? This can be a problem but not as much of one as recruiting the wrong person. It’s good to be cautious and not recruit somebody just because they’re the least bad of a poor bunch. It’s much cheaper to run the recruitment campaign again now rather than go through the costs associated with onboarding, poor quality work, dismissal and then a second campaign.
All the same, regularly failing to fill is a problem that needs to be looked at. Are you attracting the wrong people or nobody at all? Check your outlets and the wording of your job advertisements. Also another factor could be your recruitment brand, is it robust enough?
But out of all of these, your most important resolution should be to not be afraid of change!
Many companies fall into the habit of doing their recruitment as it has always been done, and although a new concept might seem scary at first it could massively beneficial to you and your company going forward.
Octo Tip: A few casual conversations with candidates who withdraw from the process can teach you a lot. Just try not to make it seem like an interrogation, simply ask some basic questions about how they found the recruitment experience and why they didn’t want to except the role.
Set goals: Make 2016 your best year for recruitment yet!
New Year is a great time to turn over a new leaf, but you should really be setting targets and evaluating your recruitment performance all year round. This way you can check that you are on track with your targets throughout the year - the end goal can sometimes get lost along the journey. Don’t just use the season as an excuse.
That said, take the chance to look ahead now not just one year, but two, three, five or more. Set concrete goals, stick to them, and check up on yourself later. Remain open and flexible to new technology. Most importantly, have a fantastic new year and many terrific years of recruiting to come.
Get in touch!
Blue Octopus thrives on placing people in top roles that they love. Whether for a season or the long term, you can be sure of finding your next job or fill your next placement thanks to our dedicated team and innovative technology.
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