The internet is fast filling up with advice for workers wanting to make the leap into a new career as one of their New Year’s resolutions. It’s no secret that people use the fresh start in January to re-evaluate their priorities, and plan changes for the better – including seeking a new job or promotion.
Business and HR managers can view this as a real problem, facing the stress and anxiety of losing valuable staff in the New Year exodus, but it could also be seen as a great opportunity. After all, there is an increased chance of catching some amazing candidates out there, ripe for the picking, who are searching for their next challenge. There really is no better time for a recruitment drive!
Why not take the same forward-thinking approach as individuals this New Year and use the fresh start to re-evaluate your business and set challenging goals to grow your company? Capitalise on the New Year enthusiasm, seize the day, and secure some top-notch hires that will help you drive company development.
Preparation is as vital as timing if you want to capture top talent, however. So here are a few things to consider before casting your recruitment hook.
Before you venture into the talent-finding foray, you need to know you’re offering a package people want – that incentivises them to apply for your vacancy. Without an understanding of job-seekers’ objectives, you could find you’re left out in the cold because your proposal just isn’t right.
Our New Year post last year ‘Capitalise on the New Year exodus’ reported on an article by the Chartered Institute of Personnel and Development (CIPD) that looked at exactly that – the ‘why’ behind people seeking new employment.
The tips we offered last year, tapping into these insights, still stand today.
- Offer development opportunities
- Value your employees
- Get the balance right
Read the full post for details on how you can work candidates’ motives to your advantage.
Recruitment campaigns shouldn’t be last minute, hastily composed affairs – they do need to be structured and planned. Failing to do so can prove hugely detrimental, as covered in our last blog post ‘Lazy recruiters can drive away top talent’. The last thing you want is to be pipped to the post in gaining a first-class hire due to failings in your recruitment process.
Make sure you have set aside appropriate time to dedicate to CV sifting and interviewing, that you have prepared comprehensive information about the job role and that you are in a position to move quickly to secure the right person.
You might also want to consider how your company might be perceived by researching candidates. You will be under as much scrutiny, as a potential employer, as applicants are as a potential employee. Consider the points we made in ‘Are you prepared for the hunt’ in terms of getting Google-ready and being socially acceptable as an organisation, before you send out your job ad.
The last thing you want is to hire someone in January 2016, just to lose them in January 2017! Adding up the costs of recruiting, onboarding and training, hiring a new employee is an investment and should be treated as such. Whilst it’s never a sure thing that someone will stay with you long-term, there are ways of hiring with staff retention and longevity in mind.
There is a lot to be said for conducting psychometric profiling testing with top candidates. After all, recruitment isn’t just about finding someone with the right skills to physically ‘do the job’ – it’s about finding the right fit for your organisation. We cover some of the benefits in our post ‘Psychometric profiling – it’s not about identifying psychos!’ and is well worth the extra time spent to provide peace of mind that you’re hiring the right person.
If you need support in planning and managing your New Year recruitment drive, we offer fixed fee recruitment packages to suit every level of campaign and budget.