Covid-19 has changed how businesses operate, and your recruitment process must change with it. Regardless of current conditions, competition between employers for the best talent continues to be intense. So, you’ll need to take time to think over your recruitment strategy to ensure you’re winning over the top candidates.
With this in mind, how can you make your recruitment process fit for purpose?
Recognise changes in priorities
Before coronavirus, salary and benefits were the top priorities for candidates, and while these are still important, they are no longer as vital.
More and more, candidates are now looking to work for employers who are socially led and reflect a set of values that candidates relate to. 81 per cent of job seekers say company culture is very influential in deciding on a new job. Consider your own company values and culture, and how you demonstrate this to potential candidates. Once determined, these values should be reflected across all your communication channels, showing potential candidates you care about more than just your organisation.
The recruitment and executive search process has changed from a transactional approach to a more of a considerate connection. Understandably, candidates have become more focused on ‘what’s in it for me’ and less receptive to organisations’ attempts to wow them. Use this to your advantage and communicate the benefits available to employees. This is an opportunity for you to really sell you organisation as an employer of choice and make it stand out.
Embrace home working
Even before the pandemic, flexible working was growing in popularity, and now more and more candidates look for and expect organisations to have a remote working option. Indeed, only 10 per cent of employees desire to return to the workplace post-pandemic. Be open to considering consider flexible working opportunities as a way forward. Entice candidates by offering extra incentives such as home office stipends, Wi-Fi reimbursement or coffee shop allowance. Homeworking is a trend unlikely to disappear any time soon, and embracing it means you will reap the benefits of a more diverse workforce and greater productivity.
For many people, the future seems uncertain. In fact, 40 per cent of UK workers reported increased money worries during 2020. With so much uncertainty and financial concern, potential talent may be reluctant to leave their current roles and favour stability over new opportunities. Consider how you can demonstrate stability within the company and ensure candidates that new employees will not be subject to ‘last in, first out’.
Invest in executive search firms
Traditional recruitment methods are taking a step back in this changing recruitment process. Using executive search firms, such as Bickham Montgomery, will allow you to successfully entice the top talent. We are able to use our extensive network of candidates to tap into the ‘hidden talent market’. With data-led targeted advertising, we can undertake a thoughtful and careful search to find you the most productive candidates. We remain on hand to support you throughout the process, through interviews and to completion.
Looking to recruit an Internal Auditor for your team? That’s precisely our area of expertise. Simply get in touch with us to find out how we can help you.
VP Deutsche Bank
AVP Morgan Stanley
AVP Goldman Sachs
AVP Deutsche Bank
Senior Manager Mazars