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Easy to Action Interviewing Strategies for Hiring Managers 

The interview process can be a gruelling task for all parties involved. When most hiring managers think about the complexity of interviewing, they focus on the challenges facing the person being interviewed. However, those hosting the interview also have their own hurdles to overcome too.  

From avoiding unconscious bias, avoiding ageism, and making sure you sell your candidates on the idea of working with your business, there are several important points to keep in mind as well as remembering all the main points covered at the end of the session.  

Here are some of the top strategies to follow as a hiring manager if you’re concerned you might not be getting the most out of your interviews. 

1. Know Your Interview Options

The first step in ensuring you can master your interviews as a hiring manager is knowing what methods you can use to best connect with potential candidates.  

Today, the traditional face-to-face interview isn’t your only option. Video interviews have increased by 67% due to the pandemic and the rise of remote working with technology advancements being key. As hybrid employment options continue to thrive and companies look for ways to streamline the interviewing process, video conversations will likely grow to be more common in many businesses throughout the upcoming years if not already popular.  

But not forgetting, there’s also the time-old classic of picking up the phone for simple phone interviews as well to simply hear the person who could potentially be working with you. 

Each type of interview has its own challenges to consider. For instance: 

  • In-person interviews: You’ll need to think about where you’re going to host your interview, whether it’s a welcoming space, who will attend, and whether the candidate will present or just have a simple face to face conversation. 
  • Video interviews: Consider what kind of video meeting software you’ll be using, the background you’ll have in your video, and how you can present yourself as professionally as possible over a webcam. Always test the sound and camera quality beforehand and check whether all those participating are visible on screen. 
  • Phone interviews: Ask yourself whether you may need to record any phone interviews to go back over them later and how you can ensure you get a promising idea of what the candidate is like based on voice alone. 

2. Avoid Inappropriate Questions

Inappropriate questions are becoming more common than you would think in interviews. While certain topics of conversation can feel like polite small talk at first, they often cause more problems than you’d think. For instance, asking people about what they did on the weekend can create an unconscious bias if you also have a shared hobby with them – but also at the same time, could be harmless conversation to break the ice. 

Unconscious bias could favour one candidate over another because you like certain things about their lifestyle or personality, which have nothing to do with the role or the ability to complete their tasks. 

Some other questions to avoid are: 

  • Where do you live?  
  • How did your childhood shape your professional life?  
  • If you could choose a different career, what would you choose?  
  • What is the worst trait of your previous manager? 

All the above questions could be classed as too personal, too confronting and encouraging speaking badly about others – all traits you want to avoid when interviewing someone for the first time and something you don’t need to hear to assess their capabilities for this role. 

3. Interview Styles and Formats

There are many kinds of interviewing techniques that today’s business leaders and hiring managers can use, including competency-based or collaborative interviews, presentations, and group interactions to get a real feel for the potential candidates. 

Interviews are always best performed with two people from the hiring company, which can help avoid bias. It also gives those hiring the chance to discuss different opinions on those they are interviewing and not decide based solely from one person’s perspective and therefore giving the candidate a fair chance. 

Other methods are to consider using a first and second stage interview format before the final decision is made. In today’s environment, many first and second stage interviews can take place over Zoom or Teams so that it suits all parties involved. Carrying out interviews online also gives you more chance to interview more people, without the need for travel, time allocation and gives the candidates a better chance of being able to partake at a time that suits them and you best. 

4. Generalise Your Interview Questions

Standardising your interview questions makes it easier to assess your candidates when you have interviewed several people for a role. It also means you’re less likely to allow unconscious biases to get in the way of your hiring decisions because you’re evaluating everyone based on the same set of guidelines, criteria, and questions. 

Create specific competency-based interview questions for the specific role in question, which allows you to score each potential employee based on their specific values, behaviours, and results.  

For instance, you can ask questions like; “share examples of times they’ve acted as a leader” or “shown exceptional teamwork”, and then make notes about their responses. Assigning scores to answers will also help you see who you should be shortlisting based on their answers compared to others if you are interviewing a larger number of people. 

Your interviews need to maintain a level of flexibility. It will be logical to ask follow-up questions to elicit more detail at times when needed if the candidate doesn’t elaborate themselves. 

“Tell me more about X or Y or why you decided to do B or C” are classic follow-up questions that work well to get more of an understanding of the candidates’ experiences.  

To make sure you know about a candidates’ hard skills, behavioural and soft skills there are some questions that LinkedIn Talent Solutions suggests you cover.  

  • “Say you’re negotiating a contract or administrative action or settlement in which the parties are far apart in what they want. Use a past example of this to talk me through your negotiation process.” 
  • “What would you do if you were asked to work on a case, contract, or business scenario that gave you ethical qualms? Has this ever happened to you—and what did you do?” 
  • “Tell me about a time you had to make a tough call that required you to decide between a gut feeling and the strategic decision-making of outside counsel.” 

5. Make Notes and Follow Up

Finally, make sure you take notes as often as possible as you progress through the interviews. It’s easy to get caught up in the moment of the conversation and then forget everything you needed to know about the candidate when you come back to review later.  

Always set aside some time at the end of each interview to gather your thoughts and catalogue what stood out to you most about the candidate (good and bad) before heading into another interview or meeting.  

Making notes can also help when you’re following up with your candidates by allowing you to provide a more contextual and relevant message and feedback, should they be successful or not. Showing you remember what you said (like any requirements for their starting dates or training they need) shows the potential candidate you’re invested in working with them and that you are attentive to what they were talking about during their time with you. 

Remember, if you’re struggling with your interviewing process, it’s often helpful to seek some help from a specialist recruitment company like ourselves that can help with a lot more than just finding you new candidates – we can also give you advice on how to interview more effectively, with tips on questions you might need to ask. 

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Posted By

Lynn Sedgwick

Managing Director

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The War for Talent: Tips on How to Succeed in a Candidate Drought

  • July 21, 2022

The job market in 2020 was undeniably challenging with across-the-board hiring freezes, redundancies, and re-structures that hit many professional sectors; marketing, sales, and finance being no exception. And, whilst much has been documented about the inferred bounce-back this year the arguably still-present backdrop of the global pandemic, and ongoing economic pressure, it’s clear that it’s not plain sailing just yet for those in the hiring seat.

The general UK labour market in hiring terms is certainly buoyant as we near the second half of 2022 following a real step-change in vacancies advertised from February last year when volumes far surpassed the hiring activity of 2019. Yet, the wide range of choice for Candidates – real golden opportunities across all many sectors – is coupled with market uncertainty and jobseekers that are still relatively cautious about a move in the current climate. Whilst this competitive landscape certainly creates strategic organisational challenges, there are steps that businesses can take to ensure they tap into active and passive talent pools and focus firmly on their retention strategies to ensure their existing talent is not being lost to competitors.

Don’t discount the cost of employee retention

While there is certainly a renewed appetite for hiring and recruitment of new talent across most professional sectors, it goes without saying that business owners should keep a keen eye on staff retention and attrition particularly those operating in niches or regions that have a short supply of skilled and/or qualified professionals. And whilst generally speaking we’re not seeing illimitable job-hopping (at the moment at least), the commercial cost of losing A-grade employees can be significant as well as impacting team productivity, and the loss of knowledge and skill from the business. To rely solely on recruitment would be unwise; instead, concomitantly focusing on employee engagement, remuneration and rewards, clear progression, and staff development as part of a wider retention strategy is essential in the current climate.

Be aware that your reputation (and brand) will precede you

A strong employer brand undoubtedly aids recruitment strategies to attract top-tier candidates, especially in competitive markets where a candidate may have multiple opportunities, and offers, on the table. Jobseekers will always be mindful of your brand, market position and reputation as well as prestige amongst their professional networks.

Employees, perhaps more so in the last decade, are engaged by laser-sharp Corporate and Social Responsibility programmes that give the organisation (and their work) purpose, a sense of worth and impact on the wider society – so it’s imperative that jobs advertised go above and beyond the basic role profile. Successful hiring campaigns should focus on what the candidate can expect as an employee of that business – there should be an element of ‘selling’ the benefits, the culture, and the development opportunities available.

Savvy jobseekers will no doubt do their research and lift the bonnet on the inner workings of your Firm – so ensuring your employer brand is reflected well across review sites (Glassdoor, Google Reviews) and across your own social channels will help to bring advocates within your existing workforce to the fore, and really add to the credibility and authenticity of your brand. Directing jobseekers to internal success stories and case studies on your site, or a vibrant ‘Work for Us’ section will really help to bring the role to life and give creative insight that allows candidates to visualise themselves working for you and being part of the fabric of your business.

Don’t discount contracts that offer training

We often speak to candidates who are considering a move to new sector. And, whether that catalyst is redundancy, a change in personal circumstances or because of a prolonged career break – we do advise that it is indeed possible – although not always easy or straightforward.

It is often par for the course that business owners and Hiring Managers will primarily look to attract candidates with proven track records, specific sector-experience, and demonstrable evidence of suitability for the role – but offering training opportunities if you are able could really open the door to candidates that are a great fit culturally, and willing to upskill.

The onus may not necessarily be on the end Hirer to provide or run the retraining course – there are a multitude of free and subsidised training online for a plethora of subjects and skill sets, so as hirers, being receptive to candidate profiles that indicate more recent training, or discernible industry knowledge could pay dividends.

Casting the net wider…consider home/remote/hybrid options

The pandemic has certainly brought about a lot of change across many professional sectors, not least the urgent acceleration in technical solutions to support homeworking en masse. And, after arguably a shaky start, most businesses have on the whole embraced the advancement of systems development to support everything from project management to internal communications channels to drive business forward across a fragmented workforce.

We are still, even a couple of years on from the first national lockdown, inundated with headlines focused on how (and where) we will work in the future. Hybrid working certainly seems to dominate and seen by many as the most likely future state across many professional sectors. We are already seeing a marked increase in home- and hybrid-contracts being offered, especially for businesses who are looking potentially outside of their locality or where options may have already been exhausted. Whilst this solution may not work for every business and does come with much-documented challenges on a longer-term basis, it does mean that traditional recruitment based on commutability is cast aside and can really open up opportunities to a much bigger pool of suitable candidates.

Whilst reporting around ways of working rumble on, business lobby groups have argued that it is ultimately down to the firms themselves to decide where that work is done. Whatever the outcome, the work-from-home guidance is still a hot topic of debate, with businesses ultimately having three choices – ‘home, hybrid, or hub’ – a mantra coined by Lloyds Banking Group who have shared their model and how they believe it will allow their people to work more effectively. Whilst there are some business owners that ultimately may wish to return to ‘normal’, casting the net wider by reviewing the feasibility of home- and hybrid- contracts may be a wise commercial move – especially as, put simply, it is what many employees want.

Make them an offer that’s hard to refuse

We see time and time again the recruitment process fall down at the final hurdle – when the interviews have taken place, the Candidate ticks all of the boxes in relation to the role, and the offer is put together…. only it just doesn’t quite hit the mark. Taking time to consider an offer that is compelling is vital, although equally it’s important that the individual in question is not left waiting unduly; particularly if there are other Firms, (your competitors) in the side lines also vying for attention.

The Financial Reporter recently recounted research conducted by analytics company, Visier where over half of financial employees in the UK are reported to be actively looking for a new role in the next 6 months. And, from talking to candidates, we often see the same pattern – namely a role that addresses work/life balance, progression and career development opportunities, training and upskilling programmes, and fair remuneration. It is also good practice to review salaries and wider benefits packages across your own competitors for benchmarking purposes. After all, what may seem like a compelling offer may turn out to be a damp squib if some due diligence on market rates isn’t conducted at regular intervals.

HR Professionals from Forbes Human Resources Council defined what makes a successful job offer including the following pointers:

  1. Start conversations around salary early so no one is left guessing.
  2. Be transparent about things like bonuses, benefits, and compensation.
  3. Build a relationship throughout the hiring process – building trust and having open and honest conversations from the get-go.
  4. Don’t compete solely on ‘the package’ – a holistic employee experience that is instilled in the culture is more of a focus than ever. Highlight this wherever possible.
  5. Do be open to special requests – understanding what is important to candidates and listening to the ‘whys’ is good practice and may offer competitive edge if taken on board.

Don’t panic hire

Hiring during a skills shortage can sometimes instigate rushed or knee-jerk reactions particularly when recruitment projects have been running on longer than anticipated, and especially when the unfilled role is impacting the bottom line. Once hiring budgets have been approved and the job specifications are written and published, there is often, in our experience, an element of urgency to move through the process – yet moving too quickly and not taking due care and attention with a thorough review of candidate profiles can be costly in the long term.

In a survey from People Management, some 39% of hiring managers realized that they had made the wrong decision within two weeks of the new recruit starting. What they may not be aware of however is that in most cases* the true cost to the business of this decision is roughly 3.5 times their annual salary – which in the current climate will be difficult to absorb.

Working with recruitment specialists will allow businesses to enhance their search capabilities to get the right ‘fit’ first time, every time. With the rapid acceleration of video platforms and tech to support the likes of virtual onboarding, candidate screening, assessments and shortlisting can be further enriched and really add value to what can be a complex and difficult process. Being resolute around what type of individual or individuals are right for your business is still imperative and moving away from this or making compromises to get the role filled quicker may come back to bite you.

Don’t go it alone – enlist the help of experts

Utilising a sector- and regional-specialist recruitment agency will undoubtedly give you a head start with your hiring campaigns – furnishing you not only with market insight and that helicopter view of the hiring landscape, but the inside track on movement and access to talent pools of active and passive legal professionals.

At Clayton Recruitment, our consultants can offer practical, honest advice on the fillability of roles, salary benchmarking and insight into requirements and drivers of jobseekers in the current climate.

Experienced, qualified candidates are often time-short and as such are increasingly approaching agencies to represent them in the market rather than go-it-alone. Skilled in ‘selling’ your business and elevating your roles through strategic marketing – it makes absolute commercial sense to bring in the experts when the hiring landscape remains complex, and the candidate, at least for now, is King.

It is certainly clear from conversations that we have daily with leading businesses across the country that many are actively rethinking their talent strategies at all stages of the employee lifecycle – to attract, engage and retain skilled professionals in a highly competitive job market.

If you are actively searching for a new hire at the moment, we’d love to speak to you. Click here to speak to one of our experienced Legal specialists or call 01772 259121 for more information on how our exceptional recruitment experience can enhance your hiring strategy.

What’s Next?

We are on the verge of a virtual hiring revolution. For some time now, recruitment has been growing increasingly virtual.

Before the pandemic, the Clayton group had already begun utilising video interviewing for our client and our candidate recruitment, with great results.

We have invested in the latest video technology that provides an unparalleled recruitment process for both our legal clients and jobseekers.

Contact the Clayton Recruitment team today if you would like support to develop your recruitment strategy or job search in the virtual age.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

If you are looking for your next career move, we can help. Call us on 01772 259 121.

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Hybrid, Home, and Hub Working – What Does The Future Hold?

  • January 16, 2022

The world of work has undeniably changed during the last two years. Flexible working opportunities, including work from home, hybrid work, and hub (office) working, are rapidly becoming the new norm.

Consider this alongside the new flexible working bill revealed in June 2021, and work environments might change beyond recognition for businesses across a range of sectors in the marketplace.

The flexible working bill introduces several considerations for businesses in search of talent for 2022. That means evaluating working practices for a lot of industries, including if and how people return to the office.

Employers will be required to offer flexible arrangements in employment contracts and explain what work schedules are available when advertising job vacancies.

While the data suggests that employees who work in the professional and commercial sectors, such as law, can be just as efficient in a flexible working environment, the right talent growth strategies will still need to be in place to ensure a business’ ongoing success.

Fail to provide the right working opportunities, and you could risk losing current staff while having your hiring offers rejected.

As a first start, let’s clarify the various working opportunities we are talking about here.

Defining Flexible Working Models

To ensure you’re prepared to welcome the new age of work, you’ll first need to understand what different flexible working modes entail.

    1. Homeworking

Otherwise known as remote working, home working involves allowing employees to work from home or remotely consistently in their role. This may include having video conferences with clients, fellow team members, and other departments.

    1. Hybrid working

Hybrid working combines home working with time in the office. It involves employees coming into the office and working remotely when their role allows.
Hybrid working has been available in many businesses over the last few years, with some partners working from home one day a week.
This is now changing, and even though employers and employees have enjoyed the benefits of working from home, the pandemic has also highlighted the wellbeing and connection needs of everyone. Many people find that a few days in the office helps boost their mood whilst improving collaboration.

    1. Hub working

Hub working often refers to situations where a specific team work together as a resource to each other to improve collaboration and communication. One partner may work in an office in Preston, the other in Carlisle and another from home on the outskirts of Leeds.
The move to flexible working is likely to see this style of approach becoming more prevalent.

For most companies, the hybrid working method is likely to be the preferred option for both partners and employees.
Approximately 70% of employees want flexible working options to continue, while 65% require more time with teams.

Are There Benefits to New Working Styles?

Working from home, in a hybrid environment, or even as part of a flexible hub appears to have several benefits for today’s professionals. With fewer long commutes to worry about, time is saved in getting to and from the office and increased productivity has been documented consistently throughout the last two years.

On top of this, many studies are beginning to indicate hybrid and remote working can positively impact employee engagement satisfaction too.

The ability to work flexibly is something many job seekers have as a criterion before considering accepting an offer from a new employer. According to the Microsoft global work trends study, 40% of the worldwide workforce is now thinking about leaving their jobs in exchange for a career with more flexible options.

How to Implement New Work Styles

To ensure your business stays ahead of the latest trends, it’s critical to start looking at flexible working options that make the most sense for your team. Consider which roles are suitable for hybrid, remote, and hub work and which might require a more traditional schedule.

Hybrid working has multiple benefits, but it can be challenging if not planned correctly. For most businesses, the introduction of hybrid working will require a culture shift alongside new working methods.

We can learn lessons from working from home during the pandemic; however, hybrid working will make greater demands of managers and businesses on an ongoing basis.

People working in a distributed environment can easily suffer from feelings of isolation and disengagement. There’s also the additional concern of cyber security and compliance to think about when team members are working online from multiple environments.

Employers will need to:

  • Consider their options: Look at the different working styles available and which ones are reasonably suited to your current employees.
  • Provide training: Ensure professionals have the tools and training they need to continue providing excellent service in a remote or hybrid environment.
  • Invest in constant optimisation: Use feedback from team members to constantly improve the hybrid or remote working strategy.

The recruiting team at Clayton Recruitment has been working with many local businesses to adapt their talent search and job specifications in line with increased demand from job seekers for flexible working.

If you would like a conversation about how we can support your particular business, do get in touch.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.
With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

If you are looking for your next career move, we can help. Call us on 01772 259 121.

If you would like to access our free guides, view them all here.

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Why now is the time to start planning your growth in Sales and Marketing

  • February 4, 2021

The 2020 job market was undeniably challenging with high levels of unemployment and a seismic shift to homeworking and virtual offices for many industries. And, whilst there is still much uncertainty as we look ahead – particularly amongst those industries hardest hit by the COVID pandemic and subsequent lockdowns, a number of areas are gaining momentum once again with the proactive hiring of Sales and Marketing roles across multiple sectors in response to changing consumer behaviour and business needs.

According to the latest Bellwether Report from The IPA on marketing spend intentions and financial confidence, marketing budgets are still in negative territory as businesses continue to ride out the impacts of COVID as well as uncertainly in many sectors brought about by Brexit. However, there are signs of ‘green shoots ahead’ as 2021 picks up pace and companies recognise the importance of planning now and taking back market share through sales and marketing strategies.

In a special edition of their Emerging Jobs Report, LinkedIn reported on the roles experiencing the highest growth between April to October 2020, with a high % under the widely-cast net of Sales and Marketing including Digital Content Freelancers, Social Media and Digital Marketing specialists as well as other creative roles including screenwriters, illustrators and writers. And, whilst particular specialisms (and budgets) such as those in Event Management and PR are still in a state of flux, businesses with a back-to-basics acknowledgement that Sales and Marketing investment is key to long-term business success will surely reap the benefits as the economy, and society, start to recover.

Nevertheless, company budgets more generally will continue to be closely reviewed and justified, including those attributed to the recruitment of talent. Savvy business owners have long realised the value that they get from relationships and partnerships with Recruitment Agencies in attracting top-tier candidates, and even in tempestuous markets like these, nurturing those collaborations to drive business growth is demonstrably advantageous.

Admittedly, whilst it is our job to shout from the rooftops why businesses should use the services of a Recruitment Consultant to give them tangible competitive advantage, now more than ever, those who are tapping into sector expertise of agencies are reaping the benefits and bringing on board Sales and Marketing professionals that are highly skilled and actively looking for work.

Market Overview

Recruitment Consultants have a vested interest in understanding the sector in which you’re looking to recruit and because of the trusted position that they have with Candidates – both active and on a long-term basis, they will undoubtedly be able to offer you strategic insight around movement and activity they are experiencing in the market. Good agencies will have an in-depth knowledge of Marketing specialists that are in demand and a Consultant will be able to offer you impartial and professional guidance on the things like salary benchmarking and market mapping as part of a truly consultative relationship that ensures you are fully armed and aware of your options.

Time better invested

We know from talking to our Business Owners and professionals in Human Resources that homeworking, whilst necessary over the last year (and of value to many), has resulted in unintentional overtime as the office-commute is depleted and the lines between family and work life are increasingly blurred. Hours worked are increasing, and businesses are perhaps not only cash-poor, but time-poor too.

HR departments are often stretched with many other business priorities, and senior management are unlikely to find the time to dedicate to sifting through hundreds of CVs, shortlisting, interviewing and offer-negotiation. According to job board CV-Library, entry level vacancies attracted many thousands of applications back in August 2020 – a sign of the jobs market and associated redundancies no doubt, and whilst more niche roles may mean this volume is whittled down a little, it is certainly a big ask and expectation that a company undertakes this level of focus on top of the ‘day job’.

Even with the world of technology, multiple job boards and social media channels at your fingertips there is no doubt that a good Recruitment Consultant will want to take time to understand your business and hiring strategy inside out; your growth plans, your objectives for bringing other Sales and Marketing professionals in, and your ‘Employee Value Proposition’ that sets you apart as an employer – but this should be an investment that will pay dividends in better representing you in the market. Agencies that keep you updated on progress, whatever the outcome, are worth their weight in gold and should allow you to have confidence that they will search the market for Candidates that are a best fit on all fronts- freeing up time for you to focus on preparing for interviews and the sharper end of the process that will hopefully lead to an offer.

Access to the inside track

In certain specialisms, the active pool of candidates has increased, yet in others, particularly those within Digital Marketing, talent shortages are still abound. Knowing what is ‘out there’ in real terms can often be overwhelming and unclear. A Recruitment Consultant will not only help to cut through the noise but will also be able to furnish you with the finer detail of Candidates on the market as well as general mobility of those looking for career progression.

In addition, many Recruitment Agencies will represent Sales & Marketing professionals on an exclusive basis meaning that in turn, you will have access to top-drawer individuals often before they are seen as ‘active’ jobseekers; giving you a head start on your own competition. The passive market is truly untapped potential, and Recruitment Agencies will already be strategically communicating with these candidates that you will not find applying to your roles or visiting your website.

Costs-Savings

It does seem counter-intuitive to focus on the savings a Recruitment Agency can offer a business, as the service itself does come with a cost. However, businesses should look instead at the overall value that they get from outsourcing this activity. Costs associated with advertising roles, tech to aid matching and candidate screening can be significant although the impact on not filling the role in a timely manner may be more damaging to the business than such outlays. Many agencies earn their fee only when the successful candidate starts their position and passes their probation period ensuring that agencies are always driven by a targeted approach that demonstrates a deep understanding of your requirements and matches those with only the most relevant individuals. Conversely, the cost of a bad hire (and associated expenditure on training and onboarding) can also be hugely damaging to businesses – so getting it right first time is the goal for all parties,

The human touch

A professional Recruitment Agency should, in this day in age, have a world-class ‘tech stack’ that tangibly benefits their Clients and their search for skilled professionals. Whether that is through systems that produces better matches between roles and candidate profiles or enhances candidate screening with tools like psychometric testing. Technology undoubtedly can aid the recruitment cycle and chance of success of a good fit for your business.

That being said, overwhelmingly where Recruitment Consultants excel is the personal touch that you get from speaking candidly, confidentially and openly with another person. Adding to headcount can be draining – financially and through time spent searching the market with sometimes no experience of that industry, and whilst they may have their part to play, automatic watchdogs and the like alerting you to new candidates pinging into your inbox just won’t offer the emotional support and empathy that you get from Consultants who are fully emersed and experienced in the recruitment cycle and all its nuances.

Salesperson, Negotiator, Arbitrator.

Recruitment Consultants are unashamedly sales-trained and commercially minded, and when you take those skills and couple them with a deep-rooted understanding of their clients, the result is professional representation from someone who knows how to ‘sell’ your business– your culture, working environment, mission and values – and leverage those elements with the non-negotiables of the candidates. This is crucial in a competitive market and smaller more specialised pools of jobseekers.

Moreover, once an offer is on the table, your Consultant will act as negotiator (sometimes arbitrator) with the candidate in order to not only cover off some of the basics like remuneration and package, but set expectations around notice periods, start dates and the finer details of the contract. All without you having to have any forced or awkward conversations at the early stage in your relationship.

Service-led support throughout relationship

Support for Clients should not end once an offer has been accepted either. Many agencies will proactively offer guidance if required around the lead up to start date for your new hire, how to combat counteroffers, and keep lines of communication open between all parties.

Whilst the world is still arguably in a state of flux in many ways across the economical spectrum, we are seeing real confidence once again in a number of Sales and Marketing roles with firms that are committed to their growth strategies and bringing in talent that supports their vision. As demand outstrips supply in several practice areas including Digital Marketing, businesses who are now thinking beyond notice periods will find that now is a good time to strike and take action.

If you would like to speak to us confidentially about market conditions, candidate mobility within your sector or geographical region, or if you are actively looking for talent now and would like us to help navigate the market, we would love to chat. Contact us or call the office on 01772 259121 for more information on how our exceptional recruitment experience can help your hiring strategy.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.
With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

If you are looking for your next career move, we can help. Call us on 01772 259 121.

If you would like to access our free guides, view them all here.

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How to Overcome the Challenges of Hiring Accounting Professionals

  • December 22, 2020

As an employer or a hiring manager, recruiting right now is as challenging as it can get.

And that’s down to the fact that we are in a saturated market. The Covid crisis has caused job losses in some sectors. Still, more so, it has caused movement in the market from accounting professionals speculatively applying for roles as they think and consider their future like never before.

This poses a problem, as the most valuable candidates become swamped by a sea of possibilities.

So how can you hire the ‘right’ accounting candidate when the odds are stacked against you?

Today, we look at the dangers of hiring in a saturated market, and some expert recruitment strategies which can help.

 

1. Getting Your Person Spec Right

One of the most significant challenges of hiring in a saturated market is not knowing exactly what you’re looking for. When you narrow down what you’re looking for to the exact skills, attributes and personality traits you want, this makes the search easier.

We are currently helping organisations define their finance and accounting job specifications, which has become invaluable in their recruiting process as they redefine their roles for a post-Covid market.

  • Have the skills you need in your next accounting professional changed?
  • Do you need to hire finance experts with the skills of tomorrow, but aren’t sure what to look for?

We can help you define your finance and accounting roles and person specs to narrow down your search – get in touch with us here to find out more.

2. Hiring for Culture

Another huge change in accountancy recruitment since the pandemic is the need for team players who can be flexible and adaptable while having the organisation’s best interests at heart.

During the Covid crisis, many organisations realised for the first time which of their finance team were true team players, and which were disengaged in their roles.

A successful finance team includes individuals whose values and culture align with their employer, whether that’s in a financial practice or a larger organisation’s finance team.

Any management guide will tell you that cultivating a positive and unified culture in your team is necessary for success. Yet, so many hiring managers still put this low down on their list of priorities.

Creating a set of non-negotiable values that you want your team to have will narrow down your candidate search even further, which is essential when hiring in a saturated market.

3. Organising Your Recruiting Timeline

Making some key changes to your recruitment process will allow you to make difficult hiring decisions much easier.

Improve the speed of your hiring process so that recruitment isn’t taking up weeks or even months of your valuable time. Start with the end date in mind – the date that your new recruit needs to be in their role by, and work backwards from here. A Benchmark survey on career timelines found that the average recruitment process takes 24.5 days, how long does yours take?

Ensure you have a stringent timeline and stick to it. When you start pushing dates backwards or worse – hiring without consulting with all stakeholders – this can create a messy and stressful recruiting experience for everyone involved.

4. ‘Selling’ Your Organisation to the Right Candidates

At a time like this when you want to attract the best candidates, it might just be time to re-evaluate all of your recruitment collateral and employer branding, so you attract the candidates you want and repel the ones you don’t.

A few questions for you.

  • Do you have an excellent employer branding strategy
  • Do you regularly update and share about your company on social media?
  • Does your hiring manager respond in a timely way to candidates both online and during the recruitment process?

Right now, developing your brand awareness as an employer of choice needs to be a part of your recruitment strategy.

5. Working with a Recruiter

Finally, the most valuable step you can take right now is to work with a recruiter.

At Clayton Recruitment, we can take care of all the stages we have outlined here, which, at the moment, is a big undertaking for HR departments which are already pushed for time and resources.

Making the right hiring decision is so critical right now, the last thing any organisation wants is to find out that they have made the ‘wrong’ accounting hire shortly after appointing them.

Your finance team needs to be full of the most talented, best-suited experts for your organisation.

Next Steps

If you have struggled to attract the finance candidates you want and have found that recruitment is becoming a challenging task as you are faced with an increasing amount of CVs and applicants, we can help.

Please get in contact with our expert recruitment team today to find out more about our recruitment service. We don’t just guarantee that we will find you the best possible candidate, we also protect your investment so that if the candidate doesn’t work out, you get your full investment back.

Don’t run the risk of making the ‘wrong’ hire from the many candidates available; use our guaranteed recruitment service to find your ideal candidate in a saturated market.

Call us on 01772 259 121 or contact us here to find out how we can help.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

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How Clayton is Responding to Market Needs For In-Demand Sectors

  • December 4, 2020

Many industries are driven by their sales and marketing functions, and in our post-Covid world, these departments in your business have become more critical than ever.

Likewise, finance and accounting teams have been the backbone of businesses throughout the pandemic.

In any organisation, both of these parts of your business need to be staffed with the right, dedicated team, to achieve success; and as you grow your business next year, these departments will play a pivotal role.

Despite the pandemic, many industries such as online retailers are doing well, as the market shifts to accommodate the way businesses and their customers are acting to navigate the new normal, we occupy.

In the UK, the sectors that are doing particularly well include banks, certain food and beverage organisations, construction, financial services, healthcare equipment and technology.

Of course, this is a broad picture of the UK, and each business will have its own story to tell.

But what is true everywhere is that organisations who plan to grow next year and come back stronger from the pandemic will need to concentrate on having the best sales and marketing experts, as well as astute financial professionals in key roles.

Today, we look at the importance of both the sales and marketing and finance and accounting functions in your business, and how Clayton can supply you with the talent you will need here for 2021.

Let’s look at where one of the most significant opportunities is right now – sales.

Capitalising on Sales Opportunities

One area we are seeing vast growth is in sales, both in B2B and B2C.

In times of economic uncertainty, this is historically a prime opportunity to increase sales as businesses and individuals are looking to you as a market expert to provide what they need right now. And we saw this in the immediate aftermath of the pandemic this year. It was not the businesses who furloughed their sales departments who are riding high right now – it is the ones that carried on with their sales processes even in spite of the pandemic.

However, the UK has not experienced the worst of the economic downturn that was expected; in fact, the economy is recovering strongly from the Covid period.

Depending on the nature of your business, you will likely have experienced challenges and opportunities this year, perhaps in some unexpected areas. To grow this year and capitalise on opportunities in the market, many organisations are now expanding their sales teams with experienced, talented sales executives.

The most vital asset to any business now as we enter back into a period of healthy trading is a strong sales team – talk to us today to find out how we can help.

Marketing

Marketing has also evolved massively since the start of the pandemic.

The change in consumer habits, government restrictions in this country and wider global business influences have meant that marketing your business probably looks much different now to what it did at the start of the year.

Having an excellent marketing department in place right now is critical.

Sectors which are doing well since the pandemic include online retail, tech, construction, consumer goods and green energy, will require increasing numbers of talented individuals next year to strengthen these brand messages.

Digital marketing software and CRMs like Salesforce have increased their market share during the pandemic as companies realise the importance of nurturing relationships with customers.

A few questions for you.

  • Have you invested in digital marketing or CRM software recently?
  • Are you getting the most out of your sales team?
  • Do you need to provide them with better tools or better management?
  • How many additional people might you need?

All these are considerations for organisations today. We know because we are working with companies daily who are building marketing talented teams in these areas. If you would like a conversation to understand how we might help you, get in touch with one of our team today.

Accounting and Finance

Accounting and finance have always been a stable sector and in times of uncertainty always moves into a growth phase, as companies navigate the changes in the economy.

As well as dealing with the pandemic, the UK accounting and finance sector is also bracing for Brexit in 2021.

However, as a full leave agreement is yet to be decided, many banks and financial service companies have already made their arrangements to continue to trade with the EU market. As this financial blog points out, trading in the EU market was ‘too inviting to let go’.

In November, the chancellor outlined exciting new plans for the UK financial service sectors, with a focus on financial technology.

Financial technology is going to play a huge part in the future of all businesses, as systems and processes turn digital in the wake of Covid-19.

Do you have financial technology talent in your team that will drive your organisation forwards?

In terms of financial business recovery, despite more tiered restrictions, positive news about a vaccine has shed light on hope for next year. Recent data from the staffing industry shows that positions in Insurance and Finance were up 22% on the previous week for the week starting the 22nd November.

Good news.

Have you found that demand in your finance and accounting departments has increased in the months since the pandemic?

If the answer is yes or you can predict growth for the future, it might be time to start thinking about injecting some fresh finance talent into your team.

How Clayton are Responding

Clayton has been providing expert recruitment services for over 30 years, specialising in the legal sector as well as sales and marketing and accounting and finance.

Because of the huge shifts happening in the jobs market in the UK right now, we have recognised the importance of pivoting to help businesses who need these most in-demand candidates right now.

At Clayton Recruitment, we are repeatedly asked by clients to source the best of these talent pools to place in key roles; for this reason, we are committing to a focus on sales and marketing and finance and accounting. We are doubling down on our efforts to source candidates specifically in these areas.

We’re committing to a laser focus on sales and marketing and accounting and finance, drawing on our previous extensive experience in these sectors and creating a recruitment process to quickly find clients the candidates they need.

So, we can help if you need sales and marketing or finance and accounting candidates with the most in-demand skills.

Get in touch with us today to find out how we can put you in touch with the right candidates to drive growth in your organisation. Call us on 01772 259 121 or contact us here to discuss your recruitment needs.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on a permanent basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

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How to Recruit the Right Talent When You No Longer Have A Recruitment Department

  • November 4, 2020

Recruitment should be in every strategic business plan. Recruitment is a necessity in business, yet in times of crisis, some short-sighted organisations start to disband their HR department to cut costs – leaving the company in a precarious position.

Aside from the fact that cutting your HR department will make growth and expansion more challenging – there are also unexpected vacancies to think about. What often happens is that the recruitment process is left to someone who is either unqualified or who lacks time – not an ideal scenario. Today we look at how businesses can approach recruiting when their HR departments have been severely affected by Covid.

Get Your Job Adverts Working Harder

Think of your job advert as an extension of your company brand – it should act as a beacon not just to attract the best candidates to you, but to ensure that the candidates you are attracting are ‘right’ for your business.

Businesses recruiting with an HR department can be tempted to hire the first person who applies who is qualified. And this is understandable.

But you must consider the implications of hiring someone who is not right for your company culture – and this can happen when hiring is done in a rush.

So spend some time crafting your job advert to signal to applicants if they will really be a good ‘fit’ for your organisation.

Some tips include –

  • Skip the buzzwords – say what you really
  • Be as detailed as possible, but keep it succinct
  • Focus on where the company is going – this will attract driven individuals
  • Be honest and realistic – often when companies can’t find the ‘right’ hire, it is because they’re looking for a unicorn.

Of course, you can always work with an expert recruitment company to write your job adverts. At Clayton Recruitment, we can not only compile talent attracting job descriptions for you; we can help you to understand what it is your team is lacking.

Promoting Your Brand To Attract Talent

I have been surprised at the number of businesses who have gone quiet on social media throughout the pandemic.

It has never been more essential to promote your brand and keep your name at the forefront of your customer’s and client’s minds.

But this is also a great way to attract top talent to your business.

Use social media, LinkedIn especially to promote your company brand, to position yourself as an employer with your finger on the pulse.

Many great individuals are looking for new roles right now, and they will be attracted to the companies who have the most engaging profile, whether that’s social media, your website, a YouTube channel or podcasts. Get your name out there, and the best talent will be attracted to you.

If you don’t have a dedicated person to run your social media account, appoint a member of staff to do checking regularly and interacting with people. And this doesn’t have to be a long task, even just 15 minutes a day will help to strengthen your brand.

When you are more active and engaged on social media, you can then build a talent network which will be the next stage of your recruitment drive when you haven’t got a dedicated HR department.

Build a Talent Pipeline

Having an active audience and interacting with people from your sector on social media and LinkedIn is a great way to start building your talent pipeline.

A talent pipeline is the best way to ensure that you have people lined up for your upcoming vacancies – remember that you never know who might be handing their resignation notice in next.

I’ve mentioned LinkedIn and social media, and the following are great ways to build a talent network –

  • Hold or attend sector webinars. Due to the pandemic, networking has gone fully online. Connecting with members of your sector virtually is a great way to increase interest in your brand and your business.
  • Use your existing contacts – do you have an employee referral programme? Do you keep in contact with previous candidates and applicants?

Building a talent pipeline is going to be essential for your business strategy if your HR department is not operating at full capacity. Get in contact with us here if you would like to discuss how we can help you build a talent pipeline.

Consider Temporary and Contract Employees

This is one of the best ways to recruit when you need to fill a vacancy or to help your organisation with what it needs right now – that is not a long-term commitment.

The rise in temporary and contract employees happening right now shows that many employers are using this as a strategy.

Hiring an employee on a temporary basis, whether that’s an interim director or a marketing specialist, is the ideal solution to getting the HR resources you need into your business right now as you figure out what you need in our new normal.

We specialise in temporary and contract work, and we can help you find the talent you need on a non-permanent basis.

If you would like to know more about how we can help you hire for the roles you need during this business-critical time, on a flexible, temporary basis, get in touch with us today.

Call us on 01772 259 121 or contact us here to find out more about our temporary recruitment service.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on a permanent basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

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Your Post-Furlough Team – Where Are the Skills Gaps?

  • October 15, 2020

In any organisation, there will always be a certain number of skills gaps. As the Coronavirus Job Retention Scheme comes to and end, it is now that companies realise how vital it is to take stock of their employees, where they want their business to go, and see how the two directly correlate.

You may have had an idea for some time as to who from your pre-Covid team, will be returning to their roles, and also who won’t and therefore it’s time to conduct a skills gap analysis of your post-furlough team. This blog contains a how-to guide. Finding out where the capability gaps are in your organisation are the first step to putting in place a plan to close this gap, and strengthen your team.

So let’s take a look at how to perform a skills gap audit, and what to do if you find any critical gaps in the abilities of your team.

Identifying What Roles Your Organisation Needs

The roles that you had in your organisation pre-Covid might have changed now that your team has returned. Has the size or the nature of your business changed? Are there departments which have grown or decreased due to changes in the market?

During these times, it would be more unusual if your business hadn’t changed, so an audit will likely be in order.

The following is the three-step process of discovering where your skills gaps lie.

Step 1 – Identify the Skills Your Organisation Needs

Identifying skills comes in two parts – finding out which roles are necessary for your organisation, for example, depending on your sector the range might be varied from:

  • the number of packers you need to work in a warehouse to meet demand,
  • or the number of team leaders,
  • or care assistants
  • The number of customer service people,
  • or the number of accountants required in your accountancy firm.

Many organisations are currently trying to cut costs, to deal with the uncertainty that Covid has caused across many sectors. Of course, no employer wants to be overstaffed, but the consequences of being understaffed during this critical time will be more severe. And with the UK economy growing the way it is, from an increase of 11.4% to 15% in the third quarter – planning for growth is a smart idea.

Questions to ask include –

  • Where do we want the organisation to be?
  • In which areas are we planning to expand into?
  • With the current workforce, is our desired level of growth possible?
  • Do we lack knowledge and resources in certain areas?

Once you have identified the number and the nature of the critical roles you need in your organisation, it’s time to find out if your current team have the skills required.

Step 2 – Assess the Current Skills in Your Team

Assessing the skills in your current team will mean individually reviewing your current team’s abilities.

For each role, use the following framework to evaluate team members –

  1. The employee is unaware of this task.
  2. The employee is aware of this task but does not have the skills to perform it.
  3. The employees can undertake the task assisted by someone else.
  4. The employee can perform the task unaided.
  5. The employee possesses the skills to teach others how to perform the task.

This assessment can be performed either by the employee themselves or by their managers or supervisor, and you will get the best results if you work together with your employees to discuss their skills and abilities.

Step 3 – Bridging the Gap

From your analysis, you will quickly see how you might have many employees who are at the same skill level, and a lack of employees who possess the necessary capability to grow in the areas you want.

Where are the expected gaps?

There are skills gaps in many sectors across the globe, with the financial services sector and manufacturing two of the most affected areas.

The skills gap in the financial services sector has been increasing year on year, up 30% in recent years.

In manufacturing, a recent study of organisations found that 81% of employers were finding it difficult to hire employees with the skills they need to expand.

Your Next Steps

Once you have discovered where your skills gaps are, the next logical step is to find the talent you need. When you do this, working with a dedicated recruiter in the commercial sector, you will deliver results faster than internal recruitment alone.

At Clayton Recruitment, we are experts at finding you the talent you need to fill a particular skills gap in your organisation, and many of our clients are finding this service invaluable in the current climate.

We can even provide help if you are unsure where your skills gaps are and would like to talk to an expert about what your organisation might need moving forwards.

You can get in contact with us today by calling 01772 259 121 or send us an email by clicking here.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on a permanent basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

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How To Build Your Talent Pipeline This Year

  • October 10, 2020

How to build a talent pipeline for your practice is a question many of our consultants are asked.

Logical when you consider that developing your team and the talent within your organisation will be key to your growth this year.

What Is A Talent Pipeline?

Contrary to what you might expect to read on a recruitment website, building a talent pipeline involves developing your current employees in addition to recruiting talent to ‘plug’ skill or experience gaps or fill your expansion needs.

Both will be critical for your success.

Building A Talent Pipeline: Business Strategy

The first question to inform your talent pipeline is focused on your current business growth strategy.

Are you planning to move into a new geography or perhaps offer a different aspect of your service?

You might have focused on business services and now want to expand into home and family; perhaps even consider wealth management.

The question is, do you have the capability in these areas currently or do you need to bring in a director or consultant to build a new vertical who are keen to move?

Considering these questions, how will you now plan your recruitment and within what time frame?

As a recruitment company with twenty years experience, we notice that many clients when they first come to us haven’t thought through their long term plan.

Remember to factor in budget and time to hire to hit your growth goals and be prepared for people leaving, which will produce gaps which need to be filled.

Building A Talent Pipeline: Your Current Team And Their Development

In today’s current market and depending on the size of your business it’s unlikely that you will be overstaffed with employees, ready, willing and able to be developed into a different role.

However, if you have a robust training and performance development process, it is more than possible that members of your current team will be able to move into different roles. Depending on your timelines it may be viable that some members of staff can develop to fill your growth gaps over the next one to three years.

Remember in today’s workplace; Millennials rule and are increasing in numbers across the globe. Something they deem key in their work is the opportunity to be developed. Therefore factor this into your talent development strategy and your future recruitment plans too.

Building A Talent Pipeline: Your Employer Brand

Recently we were carrying out some of our own research with candidates on why they choose to work with certain clients and not others.

Employer branding, culture and approach were giving as three influencing factors. One candidate even shared a story how after she came out of the interview she had been overwhelmed, in a positive way, by the  ‘feel’ of the organisation and their approach and was ‘keeping everything crossed’ that they made her an offer.

This isn’t an uncommon story, and the impact of your employer brand is more critical than ever.

A strong employer brand showcases the values and company culture in your organisation – all essential for attracting talent to your organisation and engaging your current staff.

More than 59% of managers say that branding is one of the critical components of their HR strategy.

While there are many different definitions for “employer branding” depending on whom you ask, they all mostly say the same thing. Your brand is the way that ‘potential new team members’ in the business world perceive you, and your opportunity to showcase what makes you unique.

Otherwise known as an “Employer Value Proposition”, your brand can help both you and your recruitment partner truly attract talent to your organisation while ensuring that you fill your team full of people who share the same values.

Building A Talent Pipeline: Using A Specialist Recruiter

The majority of clients we work with here at Clayton Recruitment come to us to help them build their talent pipeline because they have neither the time or connections to do the job as well as they would like.

Recruiting is our job; unlike most businesses who have to attract and work with clients, develop their fee earners and growing teams and then, as the business dictates recruit new members of the team.

A challenge for an already time-pressed individual.

Though it is great to recruit from within, it’s also key to bring in new ideas and perspectives from key hires who might have a different portfolio of experience and results.

Finding these individuals in a skill short market takes time.

Though we would always encourage building a network and leveraging your existing contacts and old school connections, this doesn’t always produce the results you want.

For instance, James who you have met at various social gatherings may have a high profile, however, might not have the detailed attributes your role description indicates is pivotal.

This is why working with an experienced recruitment company in the sector will make all the difference in building your talent pipeline.

Utilising all these different ideas and suggestions in your practice will enable you to start the process of building a strong talent pipeline this year.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on a permanent basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

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The Hidden Cost of Recruitment in a Post-Pandemic World

  • September 5, 2020

Covid-19 has re-shaped the way organisations are approaching the recruitment process.

In recent years, the talent ‘war’ in finding the right candidate from those available was the main barrier to making a great hire.

Now, there is a very different problem.

Furlough, redundancy, restructuring, and businesses pivoting in response to the pandemic – all of these are happening right now, and it is affecting business output and ultimately, the success of your company.

Add into the mix the need to recruit for a critical position, and you have the perfect scenario which is likely to result in masking the ‘wrong’ hiring decision.

We’re increasingly seeing the need for our recruiting services become realised by companies who recognise that trying to ‘go it alone’ is potentially harmful to their business.

Today’s blog is about highlighting the hidden costs of trying to recruit, without a dedicated recruiter, in a post-pandemic world.

Let’s start with the logistical challenges of hiring in a market now full of candidates.

Dealing with the Influx Of Candidates and Applications

Recent data shows that the number of roles that have been made redundant from UK companies due to the pandemic is in the hundreds of thousands – of course, it’s still early days, and the full picture won’t be known for some time.

But for now, this means one thing – a significant rise in the number of candidates applying for each role; and it’s not just those who have sadly already been made redundant.

The unsettling nature of the pandemic has meant that more people are thinking about their future and making big career decisions, either out of fear or the realisation that their company hasn’t been flexible this year.

But an influx of applicants has caused companies with vacancies to become overwhelmed by candidates – not an ideal situation when you need to make the ‘right’ hire.

Sifting through hundreds of applicants costs time and time is money. I was reading in the Independent recently about a trainee accountancy role which received 3,272 applicants.

Sorting through this amount of applications would have been incredibly time-consuming, yet each application must be considered if you are to make the ‘right’ hire – it’s a logistical dilemma.

Even when you spend the time individually reviewing applications, go through the interview process and recruit someone you believe is perfect for the role – in the current market there’s no guarantee that they will stay – let’s look at why.

Predicting Candidate Intentions

As I mentioned earlier, lots of candidates are going through a mindset change – the pandemic has caused people to evaluate their careers and their lives.

There is still a lot of uncertainty, and middle and senior managers with key skills and experience will be wondering what their next career move should be. This can lead to them applying for a range of roles, without really acknowledging what their long-term plan is.

Additionally, with the level of redundancies that we have seen occurring in the UK, someone with management skills looking for work will be essentially looking for something ‘right now’ rather than something ‘right’ for them.

There is so much change happening in the market right now; how can you be sure that the person you hire isn’t just waiting for the next best thing? Middle and senior management employees are still trying to find their feet in an emerging marketplace; many will feel pressured into taking the first job that comes along – unbeknown to you this might be your vacancy.

When you work with an experienced recruiter, you can guarantee that the candidate is right for the role.

A specialist recruiter works with candidates to place them only in roles that they know are suited to the long-term aspirations of the individual; that’s why good recruiters focus on talent and personality matching rather than someone, anyone, to fill a vacant role.

Which leads onto the hidden cost of DIY recruitment most companies don’t appreciate.

The Cost of a Bad Hire

In pre-pandemic times, the cost of a ‘bad’ hire was always a risk, but now it is even more likely to occur and here is why.

Organisations are now dealing with multiple changes within the structure or the nature of their business.

From changed teams because of furlough and redundancy and the broader shifts in remote work, disruptions caused by the wrong hire are more likely to happen and could be one problem too many.

Hiring the wrong individual has the potential to cause problems in two ways –

  • You hire someone who isn’t right for the role, or your organisation, and they cause a shift in the company culture, they are hard to manage, or they struggle with their position.
  • You hire someone who you believe is right and they leave shortly afterwards, leaving you under-resourced and at the start of the recruitment process again.

Now, more than ever, you must find the ideal candidate to meet your criteria – an individual who is not only right for the role and your company culture but can also help your business grow in what is potentially a challenging time ahead.

Using a specialist recruiter is a logical and time tested way to avoid the common recruiting challenges I have mentioned here.

Working with a Recruiter for Your Post-Pandemic Hiring Decisions

Working with a recruiter is not the same as going it alone but with a fee – if this were the case, recruitment wouldn’t exist.

A specialist recruiter can proactively find the ‘right’ hire for your position, rather than the passive type of recruitment that is causing businesses to be overwhelmed with applicants and the barriers to finding the right hire that this presents.

In the current climate, which would you prefer –

Being swamped with potentially hundreds of applicants and not having the time to separate the suitable ones from the highly unsuitable, or not getting any suitable applicants at all?

Be presented with a shortlist of a few highly relevant candidates with the exact skills, experience and culture fit that you’re looking for?

We are a specialist recruitment company, and we can help you achieve this second scenario.

To find out how we can locate for you the candidates you’re looking for – get in touch with us here.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, Nursing, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

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