2. 7 top tips for successful recruitment
In thispresentation you’lllearn:
Some key recruitment and labour market trends for 2016
How to attract top talentto your organisation
Some simple pointers to streamline your recruitment process
Why you should implement anemployee retention strategy
Steve Griffiths | Supertemps | 18th Feb 2016
3. About us…
Steve Griffiths | Supertemps | 18th Feb 2016
Supertemps is North Wales’ longestestablishedrecruitment agency.
We’ve been helpingemployers findtalentsince 1980
Steve Griffiths - BusinessDevelopment Director, Supertemps
• Extensive backgroundin retail management
• Joined the recruitment industry in 2001
• Account managed some of the UK’s leading employers including ASDA, Royal Mail, HSBC
4. About you…
Steve Griffiths | Supertemps | 18th Feb 2016
• Who has experience with recruitment and selection?
• Is anyone (or hasanyone been) involved in recruiting staff for your organisation?
• What do you think of the current hiring climate in the UK/region?
• Have you experienced any recruitment difficulties? E.g. skillsshortages? Staff turnover?
5. Key recruitment trends 2016
Steve Griffiths | Supertemps | 18th Feb 2016
1. Candidate led market
UK employees confidence and optimism continues to grow as the economy gains pace:
• 81% of UK employees areoptimistic about the future
2. The modernworkforceactively seeksopportunity
Employees are no longer‘passive’, they are always on the lookout for new jobs:
• 65%of people look for a new job within 3 months of being hired
• UKemployees are the least loyal in Europe, 47% plan to changejobs within three years
(Harris Poll, 2015)
6. Supertemps 7 top tips for successful recruitment:
How do they compare?
Steve Griffiths | Supertemps | 18th Feb 2016
1. Start witha comprehensive recruitmentplan
Planning ahead will:
• Increase the quality of your recruitment process
• Minimise costly hiring mistakes
• Ensure your business is well-equipped for future growth.
7. 7 top tips continued…
How do they compare?
Steve Griffiths | Supertemps | 18th Feb 2016
2. Review the jobdesign and job description
Taketime to review the job descriptions for roles within your organisation. A clear, accurate and
well constructed job description is important to manage expectations of prospective
employees.
You may need to:
• Alter or update it since the last person in that role was hired
• Create an entirely new job descriptions as the organisation develops and evolves
If in doubt, seek professional advice.
8. 7 top tips continued…
How do they compare?
Steve Griffiths | Supertemps | 18th Feb 2016
3. Go one step further than a person specification
For better hires, don’t just write an exhaustivelist of specific skillsrequired. Try creating a
candidate persona which will help you identify:
• The best way to reach, engage and attract the required people
• If your expectations are realistic – are these people even in your area?
Doing a little bit extra work will help you recruit the right person first time.
9. 7 top tips continued…
How do they compare?
Steve Griffiths | Supertemps | 18th Feb 2016
4. Salary- offer at the right level
It may be time to review your employee reward package as competition for the best talent heats
up in 2016.
• Conduct a salaryreview
• Know what the market is offering
• Be ready to negotiate
• Don’t overlook non-salaryrewards and enticements
10. 7 top tips continued…
How do they compare?
Steve Griffiths | Supertemps | 18th Feb 2016
5. Consider the candidate experience
The way you recruit and select affects your business’ image as an employer. Remember,the
selection process is also the candidates opportunity to decide if they want to workfor
you.
Points to consider:
• It will vary between the type of candidate you are trying to attract/job that is being
filled
• Reflect the culture of your business
• Legislative/discriminatory/ethical considerations
11. 7 top tips continued…
How do they compare?
Steve Griffiths | Supertemps | 18th Feb 2016
6. Think long term….
Retaining existingtalent is one of the biggest problems facing business owners and hiring
managers across the UK.Some recruitment and retention trends to keep in mind for 2016:
• Employer brand - employees increasingly demand a similarlevel of service to what
they’d expect as consumers.
• Referral programs – referred employees have a longer tenure and higher job
performance
• Use non-cash rewardsand recognition suchas brand ambassadorship and
innovation programs
12. And finally…
How do they compare?
Steve Griffiths | Supertemps | 18th Feb 2016
7. Use anagency! (no seriously!)
• Recruitment agencies have a wealth of experience and knowledge, asking for their help
could make ahuge difference to your business
• Don’t be afraid that you’ll have to invest in a full recruitment solution-a good agency will
offer a range of flexible options to suit your needs
• Consultants canoffer expert advice and insight
13. Summary
Steve Griffiths | Supertemps | 18th Feb 2016
Just to recap, in this presentationwe:
• Outlined some key recruitment trends to be aware of
• Discussed how you canattract the right type of candidates
• Shared 7 tips to help you recruit successfully
• Discussed ways to retain talented employees
Anyquestions?
14. Thank You!
We’d really appreciate your feedback
WWW.SUPERTEMPS.CO.UK
Steve Griffiths | Supertemps | 18th Feb 2016
Editor's Notes
68% of UK workers say they are actively looking or open to a new job
1 - Planning ahead will
Increase the quality of your recruitment process
Minimise costly hiring mistakes
Ensure your business is well-equipped for future growth.
2 -
Good job design will enable your employees to respond to organisational needs quickly and effectively, without unnecessary restrictions
Top tip: Ask the previous person who worked in the position for insight on how the job description could be improved
Creating a ‘person persona’ for each role, can help you engage and attract the people. Use your own experience, as well as demographic research (ask the local authority or an industry expert)
Fred finance vs warehouse Wayne – different motivations.
What is their background, barriers, how we can overcome them?
Insurance firm example – Manchester?
Demographics?
4. Money is not always the deciding factor when people choose their next career move. Higher pay is often a less important factor than better work–life balance when employees are considering a career move
Consider evaluating the job role objectively, without an employee in it.
Skilled candidates are receiving multiple offers and counteroffers as businesses seek to secure top performers,
They know they’re in demand and are more likely to negotiate
Think carefully about what the job is worth to the business/organisation, rather than what a particular person ‘should’ be paid.
Professional salaries are on the rise – predicted growth in 2016 for tech roles (4%), tech and IT security specialists (7%), and even admin and office support (3.4%)
5. You want to be portrayed as an ‘employer of choice’
‘Trapdoors’ - phone interviews to shortlist candidates before meeting in person – social profiles/ digital footprint (Linked In, Facebook?)
Approach recruitment experts for interview advice, for a small fee consultants can even sit in on interview and give unbiased feedback
Helps attract better candidates, who are talented, motivated and the right fit for your organisation
Implement an employee retention strategy to ensure you hold onto talented employees and protect your business’ competitiveness.
Appeal to the right audience and you’ll hire the right staff that will be more likely to stay at your organisation.
Don’t overlook internal marketing – happy, content staff in your company will reduce staff turnover
