This is a crunch time for recruitment teams across the UK. We’re hearing time and time again that recruitment processes are taking longer and longer to reach fruition. The ability of recruitment teams to meet the needs of their businesses is being severely tested. Brexit anxieties aren’t helping matters, as candidates become more reluctant to move – and European candidates become harder to attract. But it’s not just market factors contributing to this problem, there are also deficiencies in the ways that businesses are going about their hiring activities.
We’re almost midway through 2017, but we still know very little about what Brexit actually means. Even without a defined Brexit deal, one thing we can be sure of though is that Brexit will bring some restriction to people’s movement.
It always surprises us how few companies don’t see candidate sourcing as integral to their succession planning strategy. Sourcing and approaching candidates before you need them greatly improves the responsiveness of candidates to your initial approach.
In our experience, you can have all the latest tools and technology available, yet still fail to run a successful candidate sourcing campaign because of lack of planning, lack of resources, and too narrow a focus.
Critical to a successful hiring campaign is having enough time and resource to dedicate to it. Working out what ‘enough’ is can be challenging. All too often the quality of the hire is compromised because you haven’t been able to give it the time it needs.
Brexit will have an impact on employment and recruitment in the UK. What that impact will be is still very uncertain at the start of 2017. Who will be able to work in the UK? Who won’t?