Along with all the challenges this year has brought us, 2020 has created one of the best hiring markets that employers have seen in recent years. There are high numbers of quality candidates searching for new jobs. But, these sought-after candidates won’t stay on the market for long and the employers that start hiring now will have a competitive advantage. So, how do you process a high volume of applications and make the most of a candidate-rich jobs market?
Many employers are keen to create a more diverse and inclusive workplace as well as staying ahead of game in the search for talent. But are both attainable with a single policy change? Dee Jas, Founder of diversity and inclusion consultancy colourfull shared four key ways to get the most out of your search for talent.
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.