Presenting your company attractively in a competitive job market

Hiring the best candidates for your teams right now isn’t easy.

Rapidly rising wages caused by a war for talented staff has sparked a huge demand for recruiters and HR functions, to find suitable candidates, whilst retaining current talents.

More employees than ever are looking for higher-paying positions or reconsidering their priorities altogether.

Staff shortages and job changes have been caused by a number of factors, from the lack of skills training for roles in technology, to the short-term effects of the pandemic, resulting in many people rethinking their careers or seeking out employers with more flexible working options.

Likewise, Brexit has had a drastic impact on the number of foreign workers in the UK and, in particular, on the availability of low paid, unskilled and semi-skilled labour, causing issues in agriculture, logistics, construction, hospitality, healthcare and related industries.

Easing restrictions mean that people have once again been able to meet potential new employers, while remote working has severed traditional bonds with workplaces.

As a result, HR professionals, hiring managers and recruitment specialists have been left to deal with the fallout and find alternative solutions.

Elevation Recruitment Group have been working closely with some key Employers across the Yorkshire region to develop key hiring & candidate attraction strategies to ensure we can support our clients in finding the best talents in the fastest time possible.

Emma Noble, Director, has shared her expert top tips to help companies attractively present their value in the job market and sway candidates with several opportunities on the table.

Review your benefits package – Consider what this currently looks like to the outside world and how attractive it would be to you if you were joining your company now, post pandemic.

Do your research! What are your competitors doing? The actual amount of compensation is becoming less and less relevant. Professionals have their pick of jobs, and an extra 10% salary will not mean as much as great benefits – highlight your rewards and show off your company culture. This will allow you to offer a compensation package that's unique and will additionally help with employee retention.

Review your Health & Wellbeing policy – or put one in place if not! Is there anything around wellbeing reimbursement that you can offer such as, vouchers towards a gym membership, spa day, an extra day off for the employee to spend on their wellbeing etc?

Review your workplace model – We are still hearing of Employers requiring staff to be on site 5 days a week for a data analyst role! These businesses are already behind the competition and will remain there.

Assess your workplace roles and if people can work from home then make it happen! Hybrid working is the most popular option for the majority of candidates.

Referrals – Do you have an incentive in place for current Employees to refer people? Invite your workers to “recruit” people they know who may be a good fit for open positions -friends, family, neighbours.

As an incentive, employees could get a small cash reward for successful hires. Not only will current staff be happy to suggest people for the jobs, but these hires could work out very well because they have been “vetted” by trusted employees already.

Have a more open hiring policy - The quickest way to deter job seekers is by requiring more experience than necessary. Many people see the required education level or years of experience and then walk away. Ask yourself if these requirements are actually necessary to do the job.

What if you had a candidate with experience who seemed like a great fit, but they didn’t have a degree? By revaluating a job’s “requirements,” you will open the door to a lot more opportunity.

Can you target workers who might have been “out of the game” for some time? Maybe someone got laid off at the beginning of the pandemic and hasn’t worked since? Or a parent raising their children but wants to go back to work? These types of workers often have trouble getting back into employment because of their gaps — make it clear gaps won’t be a problem for you. You’ll likely see an increase in the number of applications you receive.

Another type of worker you can target — the working parent/the college student. Attract these people by offering to work around child-care arrangements and class schedules.

Review your Employee Value Proposition – When a potential new Employee looks at your website or goes onto Glassdoor, what does it say about your business?

Use employee testimonials, and make sure the message can connect with a diverse array of candidates. It’s wise to focus on the good your company does, too, to help give prospective employees a sense of purpose.

Explore using different social media platforms. Many companies recruit on LinkedIn and Facebook, but have you ever thought of using Snap Chat? Maybe YouTube, or Instagram? Bringing recruiting efforts to platforms you haven’t used before will only expand your candidate pool.

Work exclusively with a specialist recruiter – working with multiple recruiters at a low percentage on a vacancy won’t work in this current market. Recruiting in this way may feel like a cheaper option but it really isn’t.  Your role won’t be priority for the agency, and you will not see the best candidates out there.

Review your recognition and reward model – The majority of employees who don’t feel that their contribution is appreciated or can’t see a way to progress their career will leave over receiving an annual pay rise.

There are lots of ways to recognise someone’s contribution from a simple thank you, taking the time to give positive feedback (and potentially how they could improve even further), discussing progression, an annual bonus or a more formal recognition scheme.

Have an effective people structure in place - as a minimum, a grading structure but ideally, a career architecture (e.g., a definition of job families and sub job-families) both with a description of differences in competencies or skills between levels and job families. 

A culture that encourages career discussion and movement between different parts of the business, an understanding of what skills are needed by the organisation and a plan on bridging gaps and training (re-skilling) the existing workforce will have a double whammy on skill shortages and on career development.

Review your pay structure - Once again, having effective people structures in place is key to helping Companies with their competitive edge, but also in differentiating from the noise of real pay issues.

You are unlikely to be able to throw endless pots of money at the issue, so choosing where to invest is critical. Some companies are putting in key skills allowances, particularly for digital employees.

Research the average salary, combined with quarterly one-to-one meetings with managers and yearly reviews, can ensure that salaries and benefits remain competitive.

There are formal and informal ways to ensure that compensation packages are competitive, depending on the area and job listings feature compensation packages.

Pay increases can be a tough one as pay review budgets are often relatively low and many companies expect promotions as well as increases to be paid for out of the same pot.

If you are starting with a typical budget of 2-3 percent and need to promote people – and want to give more to top performers and/or those behind market, there is very little left for the bulk of the employee population. Employees are much more likely to leave for higher paid roles if they feel their current pay level has stagnated. The companies that do this better have separate promotion and pay review budgets

In summary - get the basics right first. Implement effective people structures (this will make a huge difference), make simple targeted tactical changes (targeted pay increases, retention awards etc) and then think about longer-term strategic changes to your overall employee proposition.

Talent shortages are not going away any time soon, therefore, you need to do all you can to retain your people, as well as be the best in attracting the right talent to your team.

For more information on hiring strategies or to discuss how Elevation Recruitment Group could assist your business in hiring across our 8 specialisms: -

  • Procurement & Supply Chain
  • Engineering & Manufacturing
  • Accountancy & Finance
  • Human Resources
  • Sales
  • Marketing
  • Business Support
  • Parkinson Lee

Please contact Emma Noble for more information on 07710 096839 | This email address is being protected from spambots. You need JavaScript enabled to view it. 

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