Are you a Graduate?
It’s been an eventful year for businesses and disruptions and big changes have been happening across most industries. Many companies have looked at restructuring and some have made redundancies as a result.
On a positive note, this year has given many businesses an opportunity to really assess their operations and what skills are needed to optimise performance. As we look ahead to 2021, it’s time to start thinking about your recruitment strategy.
Your first port of call should be reviewing the current roles you have across the company. The pandemic may have had an impact on this, and redundancies may be something you have already done or want to consider. Conducting a careful review will help you to save costs and identify what roles add the most value to your business.
Your business growth plans should feed directly into your recruitment strategy. If there’s a particular area that you are targeting to grow, you’ll need people with the right skills to make that happen.
It’s important that you’re clear on what talent you need and when you want to bring them on board. Remember, finding the right person can take time (even in the current job market), so if you want someone to hit the ground running and start making an impact in January, you should already be recruiting for that role.
People really are the most important asset in any business and getting your recruitment strategy wrong can be extremely costly. That’s why it’s so important to take the time to put a clear plan in place.
Consider where you have talent shortages and initially focus on what roles you hope to fill in the first half of 2021. Thinking about a six-month period will be a more manageable workload.
Don’t neglect your long-term recruitment needs though. For example, taking on graduates and trainees and investing in their training is a great strategy. They will progress through your business and hopefully become your future managers.
If you have employees who are due to retire or go on maternity leave, you’ll want to think about how’s best to fill these roles. Think about whether you have any suitable candidates internally first. If not, you can look at recruiting externally and offering a short-term contract.
How companies recruit is continuously evolving. This year, in particular, we have seen a huge increase in video interviews, and these are likely to stay even after the worst of the pandemic is over.
Many businesses have also been focusing more on the soft skills candidates can bring to the table and then investing in training to boost their industry knowledge. Cultural fit is also key, so if you’re working with a recruitment partner, ensure that they have a strong understanding of your company ethos.
Remote onboarding, training and working have also become a key consideration for businesses. While it won’t work for all business models, many candidates are now looking for opportunities that offer remote working options and greater flexibility.
Using recruitment consultancies like ourselves is a great way to ensure you find the right talent and save your valuable time. If you can work closely with your recruitment consultant, fill them in on your plans, get advice from them and ensure they have a strong understanding of your business and the people you are looking for, you will be more successful.
Using a recruiter will save you the cost of having to advertise your roles online and with application numbers soaring, you won’t need to worry about sifting through piles of CVs. You’ll only need to spend time interviewing candidates who are of high quality and have already been screened by your consultant.
If you need any help with planning your recruitment strategy for 2021 or are looking for a recruitment partner who understands your business and can deliver high-quality talent, get in touch with us today!