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 working parent: maternity, SPL & the untapped pool

Discussing some of the issues faced by today’s working parent…

Maternity returners are lacking confidence & left unsupported

Less than 1/5 of management-level professionals feel confident about re-entering the workplace after their maternity leave, reports People Management.

What’s more, over 1/3 of this group consider leaving their role due to feeling ‘unsupported and isolated on their return’. 90% additionally say their company provide no formal support or ‘returnship’ focus whatsoever.

The CIPD encourages businesses to provide senior level job-sharing opportunities, alongside increased flexible working, to further support these employees.

Shared parental leave take-up remains incredibly low

Of the 285,000 couples who qualify for shared parental leave (‘SPL’) annually, only 2% take advantage of this opportunity. Why is this and are employers to blame (asks HR Magazine)?

The article cites a variety of possible factors. These include:

  • Mothers not actually wishing to share their leave with their partners
  • Health factors, including the mother’s need to recover from pregnancy or birth
  • The perceived impact on fathers’ careers
  • Cultural values around ‘being the breadwinner’
  • Lack of SPL promotion at work
  • Complex workplace policies

The single working parent: the ‘untapped talent pool’

Single working parents are more likely to be unemployed than any other primary employee group, says HR Review. In fact, their unemployment rate is now two and a half times that of the British average.

Unfortunately, the new-employment rate for the single working parent has actually declined over the past five years.

These stats come from Indeed – and the company is advising businesses to consider the group as a major untapped talent pool. With 845,000 national vacancies to fill, and record national employment rates, they suggest this may be one possible solution to overcoming the skills shortage.

Once again, the notion of increased flexible and remote working is discussed.

They also reference disabled and minority ethnic employees as further talent pools. Positively, national employment rates for both of these groups have increased over the past five years.

Appoint welcomes recruitment enquiries from each of the discussed employee groups, as well as those looking to do more to attract and support them. For initial advice, please call the office on 01225 313130 or email us via the bath.info address. Here’s what to include in your cover email as a candidate.