7 days of employee attraction tips!

Are your employee attraction strategies up to scratch? Check your progress against our top tips – we’ll be sharing something daily over the next week…

The latest skills shortage stats show just how vital this information is to employers. After all, you’re currently competing against a greater number of companies for a smaller number of candidates.

Ready to get started?

DAY 1: your culture and ethos

Could you (and your existing team) describe your company culture and brand values/ethos? If so, how do you promote this to prospective employees – is it on your website? Do you include any blurb on your job descriptions? If you answer ‘no’ to any of the above, it’s time to get brainstorming!

Working for brands with a positive purpose is becoming increasingly important to emerging generations of professionals.

Communicating your company culture can also help attract like-minded individuals to your business. And we all know the value of a positive team fit!

What’s more, well-aligned values also appear to boost later productivity and workplace relations. Please note: the ‘well-aligned’ is key here! It’s important that anything you communicate is truly reflected in your workplace. Whether that’s comments about the positive atmosphere, your people-centred approach, or your attitude to progression and diversity.

DAY 2: building your benefits package

You might not think you’re in the position to create much of an employee benefits package, however, you really don’t need to have a vast budget in order to do so. It could also be a costly mistake not to at least explore your options.

Where possible, detail some of your employee benefits in your job descriptions. 85% of candidates are more attracted to organisations that do this. Or, at the very least, make sure candidates know that there are a number of benefits on offer.

Do your competitor research to see what other companies are offering their employees. Also, swot up on the latest research surrounding job-seekers’ priorities. We reguarly share such news findings, including our recent post on what most employees want and need in 2019.

DAY 3: be more flexible

It’s time to discuss flexible working. Yes, this is featured in some of the staff benefit discussions, yet it more than deserves its own employee attraction spotlight.

People are increasingly drawn to companies that provide flexi-working opportunities. There are multiple plus points to consider here:

  1. It may help you attract large and in many cases untapped talent pools, such as maternity returners and working parents.
  2. Again, emerging worker groups are also more attracted to jobs with flexible and home working potential.
  3. Your team may become happier and your business may better keep up with rapidly changing workplace needs.
  4. What’s more, as the UK lags behind other nations in this respect, you may gain a distinct competitive advantage in your field.

DAY 4: be a rarity!

In order to attract the most valuable employees, you need to offer and promote something that few companies ever even consider.

Something that will also help retain your employees once on-board – and help overcome some of the most worrying national workplace trends (the employee performance crisis; high levels of disengagement and a general sense of unhappiness at work)…

This something is only offered by approximately 19% of businesses and is best described as ‘an experimentation culture’. It’s all about enabling your employees to share their ideas without criticism, actively encouraging innovation and creativity, and all-around greater team and individual involvement. You’ll need to have the right management approach in place to make this possible. You’ll also need to communicate this message to prospective employees. However, just think of the possibilities for your business!

DAY 5: make a path

Again, this is somewhat touched upon as an employee benefit. Yet did you know that 90% of UK employees deem training to be ‘vital to furthering their career?’ All the while, only 25% of HR professionals say their employers provide a ‘learning culture’.

You may not have the sort of business that enables a clear route of progression, yet you can certainly help your employees to see a path of personal progression and development. What a helpful tool to include in your job adverts.

As we’re now deep into a ‘skills economy’ period, it’s great to consider all training avenues – from online learning and knowledge sharing to in-house coaching and external courses. This is all discussed in the above-linked post.

DAY 6: now for the salaries!

It’s hard to deny that salary levels are important. UK employees are more motivated by pay than those of any other European country, with 62% of professionals saying that their salary is their primary driver to work.

In addition to this, average national salaries grew by 7.6% last year. This is driven by the skills shortage and saw a boost in December when candidate availability numbers fell again.

Make certain that your salary levels are as competitive as they can be to attract more job applicants. Monitor your competitors’ job adverts and be sure to seek salary guidance from your Recruitment Consultant.

DAY 7: bringing it all together

You’ve put in all the work to create an attractive employer offering, now you need to make sure you’re reaching out to as many candidates as you can; as effectively as you can!

This means crafting an appealing job description – and making sure that this is actually getting in front of your target audience.

Contact an expert recruitment agency in your industry for support with both elements. From job description guidance, through to regional industry insights, and ready access to the most effective candidate attraction tools, there are so many benefits to working with a dedicated recruitment consultant. They may even have the perfect person on their database waiting for a job such as yours!

Thanks for joining us for this week of tips. We hope you’re feeling ready to execute your newly refined employee attraction approach! To discuss your recruitment needs, please call Appoint on 01225 313130.



UK faces employee performance crisis

If you take a look back over the past 12 months, how would you rate your employee performance? Are you giving your job your all, or do you know that you’re contributing far from your best?

The nation may be facing an employee performance crisis, with more than 1/4 of people knowingly underperforming at work. This particular stat comes from research conducted on more than 15,000 European and UK workers (as discussed by People Management).

Findings also reveal:

  • 1/3 of people do not feel stimulated by their job.
  • 2/5 additionally don’t believe they’re undertaking ‘meaningful’ tasks at work.
  • The UK is also falling behind the rest of Europe, where only 1/5 of employees believe they’re underperforming.

Why are employee performance levels so poor?

In addition to craving more meaningful roles, it appears that a lack of ongoing skills development may lead people to feel dissatisfied and rest on their laurels. Advanced IT training (61%) and problem-solving skills coaching (35%) are both cited as possible motivating factors to increase job satisfaction.

Of course, the individual motivators will vary by business and team. Which is why employers are also encouraged to get to the root of productivity problems within their own companies. Further advice is given in the piece.

Are professionals dreaming of other jobs?

These stats also call to mind a story shared by The Independent. There, we hear that 90% of people are not currently working in their dream job. What’s more…

  • 2/3 of employees don’t think they would be successful in achieving their ideal role.
  • Millennials represented the most optimistic survey group, with 64% thinking they could secure it within about six years.
  • The women most want to be authors (replacing the teachers of previous studies), while men hope to be ‘entrepreneurs’ (in lieu of their prior footballing aspirations).
  • People are most discouraged by a ‘fear of failure’ and/or lack of financial buffer.
  • Some simply do not know how they’d break into their target industry. Others are waiting for a different time in their life to attempt it, such as after becoming parents.

What these findings mean for you

Know that your own employee performance levels are lacking? It’s time to ask yourself why! Do you crave the chance to do a spot of training and update your skills? Are you feeling ready to leap into that long-imagined career (the one that always features in your party chat!)? There’s a good chance that you sit somewhere in-between and feel ready for that next step in your career.

If this is the case, it’s a great time to start looking at what’s out there. Employers are urgently seeking fresh skills for a variety of fantastic opportunities. You’ll find the latest jobs listed here.

To discuss your recruitment needs, please call the office on 01225 313130.



The job skills special

As ever, we’re keeping a close eye on the job skills news. It’s vital that everyone involved in the recruitment process (candidates, clients and consultants included!) remains aware of the nation’s changing skills needs. Information that becomes all the more vital as the UK skills shortage becomes all the more prolonged…

What exactly is the skills shortage?

Quite simply, it’s the shortfall of suitable applicants for the number of job vacancies that the nation has to fill. It’s an issue that we’ve been discussing for more than 18 months.

The latest job skills news reveals that…

  1. Most businesses (79%) plan to increase their higher-skilled roles within the coming years. However, the majority of employers (66%) worry that they will struggle to find suitably matched employees.
  2. A Barclays LifeSkills survey shows that almost 60% of UK adults ‘lack core transferable’ job skills, including leadership and creativity. Differences are reported among demographic groups.
  3. 2/5 of people are being recruited for roles before discovering they do not have the right ‘soft skills’ required. More than 1/2 of workers have left a role on realising their personality or work style does not suit the position.
  4. SMEs face the worst of the skills shortage, with underperforming recruits costing an annual average of £39,500.

What are the solutions?

According to the reports, changes must be made at a formal education level. All future workers should be equipped with adequate skills for the modern workplace.

Alongside this, employers need to provide continued training opportunities. Therefore enabling existing workers to upskill on the job; aiding staff retention and business growth.

Businesses must also review their recruitment approach to ensure…

  • They are managing to attract enough applicants.
  • Employers also know how to best identify suitable skill-sets.
  • The job offering is additionally appealing enough to compete with those of other (perhaps better known) organisations.
  • Decision-making processes are swift enough to retain interested applicants.
  • While ample onboarding is provided to welcome new staff members.
  • Plus the list really does go on..!

What should you do now?

  • Employers & employees: keep reading articles such as these! We regularly share posts discussing the most sought-after job skills – useful insights whether you’re the one looking to fill these or the businesses competing to attract them!
  • Especially for job-seekers: do all that you can to ensure that you’re searching for the right jobs for you and you’re doing everything possible to highlight your skills. Stop the scattergun approach (i.e. applying for anything and everything regardless of whether it suits your skills and experience!) and make sure your CV clearly matches each job specification you put yourself forward for. Read job adverts as closely as you can – they highlight the most essential skills for each individual role.
  • Especially for businesses: start working through that bulleted list above! Your Recruitment Consultant is the perfect person to call on to support you with this. For tailored recruitment advice, please call the office on 01225 313130.