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Are you struggling to recruit the best talent? How to overcome your challenges!

Recruitment can be challenging for many businesses and if you find it difficult to get the right staff into your business, you are definitely not alone.

With a new survey from Forde HR Cloud revealing that as many as 2 out of 3 managers face struggles when recruiting the right staff, it seems that this is as ongoing issue for many businesses and the reason for these challenges is varied.

Recruitment challenges

What are the biggest challenges?

It seems from the survey that many businesses are struggling to find candidates with suitable skills and experience for the role. As many as half of respondents noted this as a challenge when recruiting staff. Other challenges included a lack of applicants, an inability to meet salary expectations and high competition for candidates. The skills shortage is costing up to £2bn a year for businesses, as a result of turning to recruitment agencies and using temporary staff. These kinds of costs may not be so bad for large corporate organisations, but SME’s simply can’t afford this – which means they may end up turning away clients, as they don’t have the staff to undertake the projects.

Is there a way around these challenges?

Even if your business is an SME, there are ways to combat these challenges. 50% of respondents to the survey stated that they find it difficult to hire candidates with the required skills and experience, which seems like an extremely high number.

If you are focusing purely on skills and experience, you will probably always find recruitment a challenge. However, if you start to look at other qualities, you will find your recruitment efforts a lot easier.

It is important to remember that just because the candidate has the relevant experience and skills for the job (on paper), it doesn’t necessarily mean they will be an asset to your company. Qualities such as motivation, drive and reliability are much more valuable. Many skills can be learned through on the job training, especially in the case of SME’s. If you are focusing purely on skills and experience, it is time to start thinking outside the box!

“No one applies for our jobs!”

Have you experienced this? 27% of businesses have, but do you take action to find out why? If not, it is time to do so. It’s not enough just to stick your jobs on a job board and wait for applications, you need to be more pro-active with your efforts.

Have you considered offering employee referrals? Research from Bersin by Deloitte found that 51% of employers used referrals as their main source of hiring staff. Referrals means asking your current employees to refer their friends/family and usually there would be some monetary reward when they have been employed for a specific period. This method is not only useful for recruiting, but also for improving retention levels.

Other methods you may wish to consider using include headhunting via social media, re-engaging with previous employees and promoting your brand by telling others what it’s like to work there. If you want to recruit the right people, you need the right strategy.

Can’t match salary expectations?

19% of businesses surveyed found that the salary expectations were too high and this was preventing them from being able to hire the right talent. However, the salary is not the only reason people will be drawn to and join a company. If you can’t match the salary expectations, consider other benefits you could offer.

Many people would love the opportunity to work a bit more flexibly, could you perhaps offer the chance to work from home once a week or to offer flexi-hours?

Are there development opportunities available? Can you give your staff additional training?

Another option is to focus on graduate job hunters, who have lower salary expectations and tend to be extremely motivated. An ideal option for SME’s.

Focus on your strengths

As an SME it is easy to think you’re less appealing than larger companies, but being a small business can actually be much more attractive. As a small company, employees have the chance to make a big difference, from the moment they start. They are at the forefront of the organisation and they have the opportunity to have a say in which direction it goes in. This is something they won’t necessarily get from a larger organisation.

It is important to let candidates know that they will be able to contribute to the company, they will stand out as part of a small workforce and make this part of your branding and overall recruitment strategy.

Focus on the benefits, find innovative, new ways to recruit and make sure you have a strong brand. Respond to candidates, communicate well with them, keep them informed and you’ll find that in addition to your proactive approach, candidates will be coming directly to you to be hired!

Disclaimer

The above blog has been kindly supplied by the above mentioned author. The inclusion of this content and any links to another web site, or any reference to any product or service by trade name, trademark, manufacturer, or otherwise, does not necessarily constitute or imply an endorsement or recommendation by D2N2 Growth Hub.