HIRING – 3 Min Read
10 tips for dealing with
the candidate shortage...
Even when things return to *normal*, there’s a good chance that the current candidate shortage will continue well into next year. One in four businesses are struggling to find staff and, according to SEEK, applications per job are down in 25 out of 28 industries. As this continues, companies will find it difficult to function at peak capacity.
The leading cause of this challenge is, of course, the pandemic and its side effects. The longer it goes, the more SME’s will need to adapt their hiring approach to workforce availability, attitudes and demands. What is happening isn’t a typical ‘cycle’ or ‘candidates’ market’. Here are a few of the more talked about reasons why staff shortages will likely continue to challenge hiring managers for the foreseeable future:
When things start to open, we can expect increased candidate activity thanks to what is being called ‘The Great Resignation‘. Between 25 and 40% (Gartner, Hayes) of employees will look for new opportunities. According to the research, the top reasons for the shift is lack of promotion opportunities, non-competitive salaries, and poor management style or workplace culture. So, what can SMEs and hiring managers do to manage this and ensure they can continue to find the right people for their business?
It goes without saying, try not to lose the staff you already have. Assume your team are being approached for other opportunities and ensure their existing conditions are comparable with the market.
Encourage the most senior people to be involved in talent strategies. Recruitment needs to be given just as much priority as sales, marketing and operations.
Develop a formal recruitment process and use available recruitment software to build relationships with potential candidates. Train anyone who will have contact with potential employees to adopt the approach.
If you have internal issues that could impact your ability to attract or keep staff, address them. Poor salary structures, outdated policies or managers with a scrooge-like attitude to employee relations will make everything harder in the long run. Getting advice from an external HR or recruitment expert can help you deal with such issues.
Develop the desire and capability to skill/reskill and avoid the scenario where your business can only function with ‘unicorn’ employees. Check the job description and be realistic about how many of those people are likely to be in the market.
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