NEW YEAR HIRING TIPS
The twelve days of Christmas are known for the long list of gifts... but forget about the partridges, turtle doves and French hens because we've put together twelve essential hiring tips that we know will put your business in the best possible position for boosting your hiring strategy in 2022. From planning your hiring timeline through to assessing your company culture and the candidate experience - these tips will get you thinking about the big questions in your hiring plans that so many businesses make the mistake of overlooking.
TIP 1. PLAN YOUR TIMELINE
It's best to know when you want your new employee to ideally start as far in advance as possible. By working backwards through each step in the hiring process, you may be surprised just how early you'll need to begin the talent attraction process to achieve the best possible outcome and the best overall 'candidate-fit'.
TIP 2. PLAN YOUR BUDGETS
By accurately assessing salary considerations against the job market's latest trends, as well as taking precise recruitment costs into account, you'll be able to ascertain a detailed financial cost of each new hire into your business. In turn, this will be vital in shaping the target financial return that each hire will need to bring to your business.
TIP 3. GROWTH PLAN
How does your new vacancy sit against against the back-drop of your business's wider growth plans for 2022 and beyond? In turn, how do these growth plans sit against the wider changing economic landscape and the various dangers and opportunities this can present? By continuously looking at the broader picture, you may need to re-assess the attributes required from candidates or even expand the total number of vacancies required altogether!
TIP 4. DEFINED CULTURE
At Netbox Recruitment, we pride ourselves on achieving a fantastic match between our candidates the culture of their new workplace. We encourage businesses to take the time to really think about the culture, ethos and day-today dynamics of their businesses. The more accurately you're able to define these elements of your business, the better placed you'll be to achieve that perfect candidate-fit. And remember, a harmonious fit between employer and candidate creates long-lasting, loyal and productive tenures.
TIP 5. THE HOLISTIC APPROACH
Plan exactly how your new employee will fit into your team. Not just culturally, but also on a practical, day-to-day level. Who will be best suited to manage them? Will they need to be managed by an individual or various managers? How many direct reports might the new employee need to manage? What other departments will they need to work alongside or regularly touch-base with? Is this likely to remain constant for a long period or will these team interactions be more fluid and constantly changing?
TIP 6. HYBRID WORKING
The prevalence of remote and hybrid working from the Coronavirus pandemic has left an indelible mark on the employment landscape. Many candidates will now expect to have a discussion about what exact flexible working options could be available to them. Create a clear plan on your business's remote and flexible working policies as well as what you would be willing to offer your newly sought employee.
TIP 7. ACCESS & SYSTEMS
Does your office have full wheelchair access? Are you open at usual business hours? Can no-one find seems to find where you are? Is your office's IT infrastructure up to the task of supporting an expanding team with an increasing dependance on the latest technology and hardware? Do you have a designated interview room? Is this designated space actually the best area to hold interviews? By thoroughly assessing your systems and workplace accessibility, you'll avoid any potential issues further down the line.
TIP 8. KNOW YOUR POLICIES
What's your standard annual leave allowance? How about your pension contribution, bonus structures medical insurance or other employee wellbeing perks? How much parental leave do you offer? Make sure everyone in the hiring process knows your policies inside-out. It's also vital to assess how favourably your policies and perks compare within the wider jobs market - particularly your closest competitors.
TIP 9. THE JOB SPEC
Be aware of the latest trends, developments, and approaches of the role for the candidate you're after. By building a job description purely around the working habits and experience of previous employees, you could limit the appeal to top-level candidates as well as limiting the potential benefit new employees could bring to your business.
TIP 10. INTERVIEW PLANNING
Get a feel for the structure and timeline of upcoming candidate interviews. Crucially, this needs to include assessing what interview tasks may be best suited to the particular role you are hiring for. Some amazing candidates can actually be completely put-off an otherwise great-fitting opportunity by being given unreasonably large interview tasks - or being asked to attend far too many unnecessary interview stages.
TIP 11. TEMP VS PERMANENT
Don't assume that either temporary or permanent placements exclusively are your best hiring options. Each approach brings a unique range of benefits which can be suited to a range of factors, from the position of your business to the wider economy as a whole.
TIP 12. THE CANDIDATE EXPERIENCE
To attract the best talent you'll need to assess the hiring experience from their viewpoint. From how you welcome candidates on a arrival to on boarding policies, it's essential to proactively shape your 'employer brand'.
These twelve tips are, of course, just a few of the main themes and issues businesses should consider as part of their hiring strategy. Our team are on-hand to provide further information and would love to speak with you. For more information contact firstname.lastname@example.org or call 0344 2572070.
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