Beringer Tame Blog
Beringer Tame Blog
The past 2 years have been transformative - both from an industry point of view as well as a recruitment one.
There were digital roles-a-plenty as business confidence was high and, unsurprisingly, salaries increased as the need for digital talent skyrocketed.
But recently things have changed and we're now living through the biggest cost of living crisis in recent history.
Does that mean digital recruitment is dead?
But there are some trends worth noting...
" there are now more jobs than there are candidates"
If you want to attract (and retain) talent you need to be prepared to go all in - salary, package, flexibility in working arrangements etc.
Hiring managers need to work harder than ever to attract the best candidates by standing out from the crowd - candidates expect more, not just from a whole package perspective, but from the recruitment process itself.
Also, as candidates are no longer using a spatter-gun tactic for job search, it's likely that you'll see a reduction in applications as they pick and choose the job they really want to apply for (taking into account salary, benefits, company culture, ethics and growth potential).
Now more than ever, finding talent means throwing your net wider.
There are ultimately thousands of highly skilled passive candidates who are not necessarily openly looking for a job - but they might - should the right opportunity come along.
Recruiters and head-hunters can reach these people and open them up to roles that they might never have seen otherwise.
Given the current environment, base salaries are unlikely to rise significantly this year as costs increase. However, it is likely that in order to retain talent, businesses look to offering more one-off bonuses in the short term.
Additionally, there has been talk of those who choose to work remotely being given a lower salary than those who commute to the office. We're not sure how this will pan out yet, but we don't think it's got legs. If a company want to attract the best, this will not be a way to do it.
It has become evident that recruiting remotely has worked incredibly well.
Online interviews save time for hiring managers and candidate's alike as there are fewer limitations on geography and timings, and this gives access to a much wider talent pool.
But don't forget longer notice periods - you must ensure you keep your candidates warm throughout the process, even after offer in order to prevent the risk of 'buy-back'.
Over the past 2 years many of us have got very used to flexible working and the certain level of freedom and autonomy it has brought. For some this has been a game changer in terms of productivity, but to others it has been suffocating and inefficient.
Whichever side a candidate is on (office based, hybrid or fully remote) they need to be offered the working pattern that best suits them - as they'll more than likely turn down an offer if a degree of flex cannot be reached.
There will of course be an impact on company culture, but all organisations should be looking at how to manage this given the changes and desires of job seekers. The stance companies take on this topic will have a huge impact on hiring success and retention.
For businesses eager to hold onto their talent it is crucial to put retention strategies in place NOW instead of trying to address the issue later on.
Recruiting is costly - as is making the wrong hire - and with so many companies competing for the same digital talent, it's essential that you reward loyalty and hold onto your best people. If you don't, they will go elsewhere.
Flexibility, connection, social responsibility, personal well-being and shared purpose are all aspects that job seekers are looking for. Make sure your EVP is up to date and meaningful in order to improve your business outcomes.
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