As the New Year kicks off at its usual break neck speed in the Recruitment sector, we are pleased to see a surge in recruitment within the professional sector amongst local 
employers. Despite fears from the REC of cautious employer attitudes in these first months of 2012, January has seen an increase in recruiting across the board, with more temporary, permanent and interim contract positions available, which bodes for a strong 2012. Although it is early days, the initial response from employers is one of action, particularly in the office, IT, and finance sectors, and an emphasis on securing quality candidates quickly to ensure the right team is in place to face 2012.
With figures posted by the REC/ KPMG of the largest increase in available temporary and permanent candidates in over two years, this is the ideal time for businesses to hire for those key positions. January is typically a time of high candidate availability. Employees return after the Christmas break having contemplated their career path, and are considering opportunities as a result of discontent in their current position, or simply for that change we’re all drawn to make in the New Year. However, organisations can lose out on that ideal person through slow decision making, or bad planning. Here are our top tips to securing the best possible candidate for your organisation:
1) Plan Time for Interviewing. One of the main reasons our clients miss out on that ideal candidate is that they don’t plan for interviewing. The period of time between application to interview should ideally be 1-2 weeks as a maximum. If left longer, this can lead to candidates securing alternative roles or assuming they have been rejected.
2) Accurate Job Descriptions: Without an accurate job description, it’s impossible to get that perfect fit. Our clients who provide us with the most detailed job spec, always get the best results, and quicker. Candidates applying for roles want as much detail as possible. What makes your vacancy stand out? Why are you a good organisation to work for?
3) Careful Candidate Screening: One of the reasons our clients choose us is because of our thorough screening process. January is a popular time for employees testing the water to see if they can obtain a “counter offer” from their current employers. We sift through these candidates to ensure our clients secure a candidate who genuinely wants the position and is suitable from their skill set right down to their personality and how they will fit with the team.
4) Salary: Make sure you are being competitive against the market average. As an added value service, we often carry out salary surveys for our clients to ensure that they are in line with the local market. This is the best way to ensure that you don’t consistently lose out on that A1 candidate to a local competitor for the sake of often what can be a small difference in pay.
5) Make a Decision: So often, organisations lose out on the right person because they are unable to make a decision, whether it’s a start date, the starting salary, a sign off from senior management or as a result of wanting to see more candidates for “comparison”. If you’ve seen the right candidate – be confident in your judgement. If you know you need a senior manager to sign off a recruiting decision, try to gain this earlier in the process. Often if candidates are left too long after interview with no response, it can reflect badly on your reputation as an organisation, and ultimately will lead to the candidate looking elsewhere.
If you have any roles to fill for 2012 or would like some advice on the recruitment process and attracting top candidates please give me or my team a call.
Nottinghamshire and the Midlands 0115 947 2005
Chesterfield and surrounding areas 01246 229 222
By Sam Lawrence, Office & Commercial Divisional Manager, Thorn Baker
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