As recruiters, employers and HR Managers head into the autumn and winter period, activity in the job market is going to be considerably higher compared to the summer months. This is due to applicants returning from summer breaks and businesses will be looking to assess their recruitment strategies in order to attract the best talent. They will also be looking to retain staff to ensure they reduce recruitment costs heading into the New Year.
According to Totaljobs:
More than a third (36%) of businesses increased recruitment in the third quarter of 2023, slightly more than Q2 2023 (34%).
59% of businesses are confident they will recruit the people they need in Q4 2023 – which is higher than Q2 2023 (57%) and rising from 53% reported in Q4 2022.
So, how can you effectively plan for your autumn and winter recruitment?
Before you can accurately put together an effective plan, you must first assess your current recruitment needs. Which roles are you looking to fill? Are they permanent or contract? Are they urgent hires? Which skills do you need? The skill shortage has led many businesses to hire candidates with specific skill sets, sometimes on short-term contracts to save money.
Although you may be finding relative success with your recruitment strategy and hiring methods, it’s always worth reassessing your strategy to see how you can plug any existing gaps that are preventing you from attracting a diverse pool of candidates. For instance, are you stating flexible working hours? Do you have a diversity statement to encourage applicants from all backgrounds to apply?
This is one of the most important aspects of your strategy. The right channels essentially boost your chances of not only finding the most appropriate talent, but the best. It’s important to consider the skills that are required for the job and where you’re most likely to find the talent. Is it via traditional job boards or social media networks?
Depending on the roles you’re looking to fill and the urgency of hire, you may need to have a different strategy or approach when it comes to spending.
Be sure to eliminate any potential barriers in your recruitment and selection process, such as unconscious bias so they will not limit your chance to attract, recruit, and retain top talents. This can be avoided if you are not using one specific method to attract talent.
We recruit people right from entry level up to senior management filling individual roles as they emerge due to team expansion or employee departures. We help companies find contractors who can start immediately, a freelancer or in need of an interim solution. We can help you find someone within 24 hours if you have any needs to fill gaps.
Whether your requirement is a short-term, single-project resource, or a long-term, large project/programme team, or a full on-site managed service solution, we will provide a talent-led solution that optimises your budget.
Do you need to fill in an urgent position? Browse our range of services to see which one fits your needs and how we can help: https://www.blu-digital.co.uk/services
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