Recruitment challenges for employers

Exploring the primary recruitment challenges that employers are facing right now…

1 in every 4 employers is struggling to recruit the talent they need, which means the talent shortage is now at its worst level since 2008 (according to a Manpower survey).

The challenge appears even greater for large companies, with 51% of those employing more than 250 people currently facing a skills shortage.

A separate study conducted by CV-Library additionally found that 84.2% of businesses have a ‘lack of relevant candidates’ for their vacancies. Despite this, 87.5% of companies are confident about their recruitment plans for the year ahead.

The top recruitment challenges employers plan to address this year:

  • Sourcing better quality candidates (64.5%)
  • Prioritising this focus on quality over quantity (92.6%)
  • Bringing down their cost per hire (44.6%)
  • Creating ‘talent pools for the future’ (38.8%)
  • ‘Developing their employer brand’ (33.9%)
  • Reducing the duration of the recruitment process (31.4%)

Returning to the first survey, a number of employee priorities are identified.

These factors may support an increased candidate attraction focus:

  • Flexible and remote working opportunities: most sought by employees aged 35-44
  • Attractive pay offerings: most prioritised by employees aged 45-55
  • A positive work-life balance: especially appealing to the over-65s
  • The right management staff: vital to those between 18-24
  • Increases in ‘salary and childcare subsidies’: particularly attractive to 25 to 34-year-olds
  • Furthermore, the increased autonomy regarding ‘when and where’ work is completed, a positive work-life balance, and skills development opportunities are additionally discussed as important for all employees

The above-referenced age groups are as per the survey findings. However, it’s important to note that job priorities are highly individual and don’t always fall into neat categories.

Most candidates have multiple priorities that will shift in their order of importance on a fairly regular basis depending on what else is going on in their lives at that time. To this end, it’s best to review all staff attraction opportunities, alongside treating job applicants and team members as the individuals they are.

It’s good news for employers…

Working with an expert recruitment team can help you address your top recruitment challenges:

  • Attracting quality job applicants through access to a variety of industry tools (alongside benefiting from the agency’s own local reputation)
  • Reducing cost per hire – by reducing the possibility of making bad recruitment decisions
  • Creating those future talent pools through long-term partnerships with your consultants. The better they know and understand your business, the better they are able to source the right people for your team
  • Communicating your employer brand to new and prospective candidates
  • In addition to reducing the overall duration of your recruitment process through expert planning and coordination

To discuss your recruitment needs, please call the office on 01225 313130 or email us today. You can also find out more about our client service here



The cost of a poor recruitment decision

How each poor recruitment decision mounts up to a vast national cost…

We recently discussed the issues of recruitment and CV fraud  – and detailed some of their financial and non-financial implications.

Well, new data has emerged to illustrate the price paid by the companies mistakenly recruiting fraudulent applicants. Crowe UK reveals that businesses are spending a total of £23.9 billion a year due to recruitment fraud.

As a reminder, this may be due to the use of fake qualifications or falsified documents, such as embellished CVs and applications. Candidates have also secured worryingly high-level roles (including those within medicine and aviation) as a result.

Where is the money going?

These costs comprise a variety of factors, including:

  • Initial recruitment procedures
  • Low productivity
  • ‘Internal investigations’ and disciplinary action
  • External penalties
  • And matters relating to the employer’s reputation
  • Internal costs such as fraud, theft or data breaches, may also apply.

Of course, perfectly reputable candidates may also prove costly if they’re not the right person for the job.

Looking at poor recruitment decisions in general:

The cost of the average unsuitable recruit is as follows (via the REC)

  • Wasted salary: £28,000
  • Wasted training: £1,500
  • Recruiting & training the new employee: £9,730
  • Reduced productivity from the wider team: £29,160
  • And total staff turnover: £54,000

TOTAL: £132,015 per each unsuitable recruit

How can you make better recruitment decisions?

Consider the many ways that you can improve your recruitment processes, including yet not limited to…

  • Clearly identifying your recruitment needs ahead of your candidate search. Consulting your colleagues and/or employees where needed.
  • Dedicating sufficient time to employee attraction and screening.
  • Making certain that your job descriptions truly depict the roles you’re recruiting for – while clearly communicating your expectations and the realities of working for your organisation.
  • Considering any necessary skills assessments.
  • Making use of trial periods and or temp-to-perm contracts where appropriate.
  • Ensuring the utmost efficiency so that you don’t lose any top candidates along the way.

Your recruitment consultant can support you with each of these decisions. Therefore, working closely alongside an expert recruitment agency may help ease much of your time and cost burden.

For further advice about recruitment in Bath and the surrounding area, please call the office on 01225 313130. You can also find out more about our service here.