Without surrounding yourself with a great team, your business is very unlikely to succeed. I am sure all leaders will agree with this statement?

However, recruitment has become increasingly difficult as the methods of attracting candidates have moved on from placing an advert and waiting for the floodgates to open with applications from "dream" individuals all wanting to join your business!! Recruitment is a key part of any business strategy and should be treated as such. However, so many companies are usually forced into making a hire either due to increased demand requiring more hands on deck or due to a resignation. Far too few actually invest time to really think about the people they need in their business both now and in the future. Recruitment is treated with disgruntlement instead of the view that investing in it to ensure success could transform your business and its fortunes! It can be a fun process that provides rich information to help you innovate and create new ideas.

Here are 6 common recruitment challenges accompanied by some food for thought!

1. Attracting the right candidates

Do you know what good looks like? Have you really thought about your organisational structure and what is needed to future proof your business? To attract the right candidates you really need to know what good looks like otherwise how are you going to know when you have found the right candidate. Here is a FREE GUIDE to help you prepare for a recruitment project https://www.collingwoodsearch.co.uk/our-insights/downloads/guide-how-to-brief-an-executive-search-partner

2. Engaging qualified candidates

Where will the best candidates for your business be at the moment? Are they individuals who are active in the job market or are they high performers who are happy where they are working but would welcome an approach from an amazing business? Both will require a very different approach from you.

3. Hiring fast

How quickly do you realistically need your new employee in place? Start with the ideal start date and work backwards to see if this is possible and, if it is, then create a project plan with all the key activities and including the key stakeholders that you need involved to assess candidates and make decisions. Diary time from these stakeholders is usually a key blocker to any recruitment project! No point having a candidate shortlist of no one can interview them.

4. Using data-driven recruitment

You need data that will tell you what has happened and what is possible. The more appointments you make, the more data you will have at your disposal to plan future campaigns and give you the best chance of success.

5. Building a strong employer brand 

What kind of a company are you to work for? How can you bring your purpose, vision, values and culture to life so as to inform potential candidates? Candidates expect to be able to access this kind of information on your website and via your social media channels. If they can't gain this information then they are likely to engage with another potential employer who does. Furthermore, a strong employer brand is likely to do some hard work for you and create a pipeline of future potential candidates. It is a very powerful tool to have at your disposal! Here is a FREE GUIDE to help you https://www.collingwoodsearch.co.uk/have-you-got-a-compelling-employee-brand

6. Ensuring a good candidate experience

Communication is everything with candidates. Put yourself in their shoes and create a communication and engagement process that you would love to receive if you were in the recruitment process with your company. It is so easy to lose a candidate if you treat them in the wrong way. 

Treat recruitment as an investment in a key asset for you business. I am sure you would prepare thoroughly if you were purchasing a new £1 million machine for your manufacturing plant and so why not approach a human asset in the same way?