Challenges in recruitment and how to tackle them

Challenges in recruitment and how to tackle them

Attracting and retaining a strong pipeline of workplace talent remains a monumental task for many UK businesses. A poll by the British Chambers of Commerce revealed in February that more than 82 per cent of firms were struggling to recruit.

Understanding the current and evolving issues facing recruitment while ensuring the salary and benefits you offer are competitive has never been more important.

At Lawrence Dean, we have proven strategies in place for candidate attraction and retention that are vital to our clients facing a labour shortage. 

The challenge: Attracting purple squirrels

The current skills gap means securing candidates with the right qualifications, skills, experience and values can feel like a needle in a haystack effort.

Employee needs are also changing with many seeking an improved work/life balance, while the Government has proposed that employees should have the right to request flexible working from day one.

As businesses clamour for talent, candidates may receive multiple offers including those passive candidates who are not actively seeking a new job.

Streamline your recruitment process, communicate the company’s unique values, and provide swift feedback to stand out from the competition. Spending extra time to be clear and concise with job descriptions can prevent attracting ill-fitting candidates.

Lawrence Dean’s solid local market and industry knowledge and access to a pool of talented candidates enables us to offer a solution to our clients. Our retention figures speak for themselves – 84 per cent of the people we found permanent work for are still employed at that company.

In the case of talent shortages, it may be worth expanding the search to different regions, industries or demographics. Consider providing work arrangements such as remote or hybrid options, flexible working and job sharing.

The challenge: Creating a strong employer brand

Jobseekers today, particularly millennials and Gen Z, not only consider pay and progression opportunities, but also focus on company values. 

The City of London’s economic research shows almost 98 per cent of people wouldn’t work for a company that didn’t align with their values. An inclusive company culture that embraces diversity and inclusion, and prioritises ethics and sustainability, is better placed to attract emerging and innovative talent.

A strong brand could incorporate an impressive career page with real stories from existing employees and a clear ‘About Us’ page. 

Ensuring you have a happy workplace and a positive culture is non-negotiable. Put effective diversity policies in place and be genuine when it comes to your company’s values, ethics and mission statement. 

The challenge: Missed opportunities

A slow and unpolished hiring process can deter top candidates and you run the risk of them being snapped up by another company. In addition, a poor candidate experience can harm the reputation of a business. 

Simplify and accelerate the hiring process, consolidate interview rounds and maintain communication with candidates – providing timely updates – to keep them engaged.

The challenge: Cost restraints

Limited budgets can affect your ability to attract top talent. Focus on cost-effective channels such as social media and employee referrals. 

Technology also plays a key role in today’s recruitment ecosystem. The right software can help in saving time, money and a lot of effort.

Outsourcing the recruitment process can be highly beneficial in terms of saving time and expertise. At Lawrence Dean, we ensure we fully understand the needs of our clients and candidates – 96 per cent of those who have used our services would recommend us to others.

Conclusion

Candidate preferences and expectations are evolving and tackling the changing job market requires a proactive and adaptable approach. 

By staying informed, leveraging technology and support from a reputable and proven recruitment agency like Lawrence Dean and focusing on candidate experiences, businesses can find themselves better placed to navigate recruitment hurdles and build a strong workforce.

Contact us here for recruitment support.