Why the ‘war’ for talent is a battle you’re not winning...yet.

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Rebuilding the workforce post-pandemic is high up on the agenda. But, not just rebuilding - growing into new markets, exploring new skills and evolving what it means to do business in a world with newer (and greater) expectations. 

With this comes an increase in available jobs, an increase of 20% in fact- but with this rise roles comes a decline in applications. Broadbean’s data shows that some sectors, such as IT have even risen by as much as 35% - but with this comes a lack of applications it’s evident the war for talent is truly on.

Read on to explore the six mistakes that could be costing you in the war for talent…

 

DIY recruitment means you’re missing out on candidates 

With fewer applicants out there, businesses don’t have the luxury of time to take a casual, unskilled approach to recruitment. Simply posting directly to job-boards isn’t enough to attract, select and engage with talent expertly and efficiently enough to ensure that top talent doesn’t go elsewhere.

Utilise the skills, experience, the tech and the talent pools of existing recruitment agencies - especially those who specialise in niche sectors (shameless plug *cough cough*). The skills, experience and growth that people bring to a business is undeniably what helps businesses succeed and exceed - so ‘investing’ in recruitment services is a must-do if you’re serious about securing the right talent.

 

You’re hiring process is pretty bad and turning talent off

There are a fair few ways the hiring process - or candidate journey could be costing your invaluable talent.  A couple of key mistakes are:

  • Dull ‘career’ pages that lack the vision to inspire prospective hires
  • I ‘want it all’ job descriptions
  • Not advertising salary range and/or not offering core perks (i.e. hybrid working, flexible hours etc.)
  • Poor, or too long of an application process
  • Lack of, or dragged out communication
  • Lengthy and intense assessment and interview stages
  • Discarding unsuccessful applicants poorly (and missing the opportunity to keep them engaged for later opportunities) 

  

Your employer branding is drab, or non-existent

Whether you like it or not your business should have a marketing strategy with its sole purpose to attract (and in-turn retain) talent. You can start simple, by adding imagery, and content that showcases what it’s like to be an employee in your business, but if applicants have no sight of the ‘people’ behind your success - you may be falling short. 

It's worth mentioning here that your employer branding often shines brightest once you have developed a strong employee value proposition (see next point!), which paired together strengthens your recruitment marketing strategy.  

 

Your employee value proposition (EVP) is the same as everyone else

An EVP is made up of much more than just the benefits your business offers its employees. There’s a lot to be said about the experiential and emotional ‘benefits’ of working with you.

This is everything from career (and personal) development, well-being and a sense of purpose. Whilst compensation will likely be the first draw to your business - you need to consider what other EVP offerings will help you to retain and attract talent - especially now that candidates have multiple offers on the table.

 

You’re neglecting your current talent, and not utilising internal talent pools

Talent talks, and businesses who fail to retain top talent are not only creating the need to rehire and retrain but also creating a talent vacuum. If you're not already... utilise exit interviews, employee engagement surveys and consider internal mobility and levelling up your learning and development to ensure top talent remains challenged and grows within your company - offering opportunity to attract like-minded talent.

 

You’re not considering transferable skills and experience in talent short areas

It pays to think outside of the box when it comes to getting the right talent in the door. In skill-short areas it’s worthwhile considering candidates who have the potential and transferable skills to be the right fit for the role. In practice this looks like hiring a games software developer for a vehicle automation engineer role - these ‘lookalike’ candidates could be just the ticket - and often allow for enhanced performance due to the innovative mind-set a new perspective provides.

 

 

Are you growing but failing to secure the talent to drive your business forward?

That’s where we come in. We relieve you of the challenge of recruiting specialist technical and engineering talent yourself. We have 25 years' success in recruiting across some of the most demanding and competitive technology and engineering sectors in the world. That means that we are the ideal recruitment partner for your business needs.  Find out more.