If you are searching for a Unicorn, you need to understand what it takes to find one..

The media would have us believe that business in the UK is on its knees, but we know that this is not entirely true. It's true that businesses have had to adopt a more cautious approach to spending, which obviously affects how much budget they have to spend on their workforce, but when it comes to recruiting good people it's an ongoing activity. With over 30 years in the recruitment industry I know that even in an economic downturn (and I've experienced a few) employers will always need people, but they tend to be much more specific about who the right person is, and they need value for money. This is an unusual (dare I say it) bit of a recession, as employment remains high so competition for available talent is huge and therefore much more difficult, as for most people hunting in a candidate led market it's bit like searching for a unicorn.

The most common question we are asked is "What can we do to fill our vacancies?" and whilst we can't magically produce the perfect candidate, there are practical things that can be done. What immediately springs to mind is, don't lose your existing talent, but that's another blog. However, accepting that the shortage is real we suggest a smart and well planned out recruitment process with the intention of holding on to your newest recruits. Retention should be the focus.

Here is our list of pragmatic tips for ensuring that you attract and hire the right people for your organisation. Starting with knowing why you want to make the hire to why it’s important to have a very inclusive and flexible approach to the interview and assessment process for at least 15% of the population.?

Before you embark on any form of recruitment, be it for growth or replacement purposes, check that the job description is fit for purpose. When writing you also?need to understand what motivates and drives a particular candidate, especially a unicorn. They're not just looking for any old job. They want to work for a company that shares their values and goals. So, it's important to?create a meaningful job description that speaks to their unique requirements.?It should give candidates insight into what they will do in role and what they would be expected to achieve once they’ve completed the onboarding process.??One of the main reasons for people resigning early on is that the job was unsuitable and incorrectly described.??Have someone internally, ideally someone who is doing the job to sense check the job description you intend to use.?

Be transparent about the Remuneration Package from the beginning

Agree the remuneration package in advance of your search campaigns.??Check you are in line with the market as no amount of advertising will yield applications if you are out of sync, and if you can’t afford to employ someone at the rate needed, rethink what the essentials of the job are and could you consider part-timers or outsourcing the role at less cost to the business.??Remember that part-timers will expect to be paid at the same prorated rate as a full timer. Keep ahead of the game so review regularly.?Average salaries for roles in your area can be found online – your preferred search engine will direct you to the various job boards which provide lots of useful insights.

The Selection Criteria should be specific to the role and this should be agreed well in advance of any interviews.

Agree the selection criteria for candidates and ensure that assessments and interview questions are relevant.??Introducing complex testing for low and entry level jobs is not only unlikely to guarantee engagement from these job seekers, but may also waste a lot of time.??Decide on what skill and experience you need to evaluate, how you will gather evidence and who is best placed to assess candidates.?This is a business critical activity so requires a skilled person to action it. Company culture is very important to candidates, so your interviewer should be someone who will confidently represent your business. Much of the decision to accept a role is influenced by the people candidates meet, including your external partners.??

Third party recruiters recruitment process should be aligned to your business.

This person should create a bespoke search campaign and be your greatest advocate. As your ‘Brand Ambassador’ a Recruitment Consultant should be as excited about the role as you are, and their committed approach is what creates the best engagement with interested candidates and ultimately, they are more likely to fill your role with the right person.?If you are using a third party to recruit for you take the time to meet the actual person who will represent you and your business.

Job adverts should be the shop window into your business and the role

Check the advertising copy for your vacancy.??Does it accurately describe what you need and is it honest.??Sense check the advert with the hiring manager. Include the salary and benefits at the top of the advert. It’s highly unlikely anyone will apply if this detail is not included.??Job seekers always search for the following - Job Title, Salary, Location, Company, Benefits, and a newer requirement, is the role Hybrid.??If this is absent in an advert they will move on.?Don't be disappointed if you only get a small number of application. A well written advert is one that attracts the right applicant, and that's what you want. Gen Z-ers have their own slang and lingo that can sometimes sound like a totally different language?so remember to encompass something that also speaks to them.

AI Screening V’s The Human Touch

Whilst AI Screening can make the process of reviewing volume CVs more efficient, it is important not to lose the human touch.??Remember not everyone understands search engine optimisation so won't naturally include key words in their CVs, and AI may not interpret acronyms correctly. Furthermore, AI is not as discerning so can’t determine Cultural Fit which is a key attribute most businesses search for in a candidate.??Having real humans oversee the AI process should ensure that the softer side of applicants and their potential is identified.?Combining both AI and the Human element in the screening process should offer more choice to hiring managers and give candidates more confidence and opportunities to shine.

It takes TIME to find people.?

Make sure that whoever is responsible for managing recruitment in your business journey and handling application has the time to do the job properly.??In a time of talent shortages, the candidate experience is key.??Candidates have so much choice, and if the process is too long and seems like a lot of hard work, especially for those entering the job market, they will disengage and often take the easier route to securing a role.

HR/Recruitment Partners are critical to the success of your search for talent.

Whoever does your recruitment, whether internal or external providers, it is important that they are viewed as strategic partners to the business.??Maintain communication in a timely manner and keep them up to date with any changes to the requirements of the role.??If they go out to market on behalf of the business and the information used to promote the role is incorrect it can cause significant harm to the process and destroy confidence in the business.?Taking a minute to call your recruiter to provide information relating to this company critical activity has the potential to save a lot of time and money and builds confidence and trust between all parties concerned.

Face to face Interviews are absolutely essential.?

Whilst online interviews are helpful and an efficient way of meeting remote workers, if it is an office role it is important to invite candidates into the office. Not only do you both have a chance to see if there is a real connection culturally and in terms of business alignment, it allows candidates to gauge travel time and to determine if the work environment will enable them to work at their best.??It’s also an opportunity for candidates to meet potential colleagues and this is particularly helpful if you really want the candidates to take the job as you’ve already enabled them to build relationships with the team.?It’s a fact that if we meet?Face-to-face communication is more effective?because seeing one another allows us to pick up on nonverbal cues and body language. And because a lot of communication is nonverbal, being able to see each other helps us understand each other better.

We're all different, so it makes sense to Have an open and flexible approach to interviewing neurodivergent applicants.

With more than 15% of the population being neurodivergent we as interviewers and assessors need to adapt our approach to recruitment.??Anyone responsible for recruiting for your business should be given training on how to get the best out of our non-typical candidates who will very likely find the whole process very stressful and therefore may not present the best version of themselves, when they may be perfect for the role.??There are plenty of online resources available to help recruiter engage more appropriately with candidates who are typically overlooked because they think differently to typical candidates.??The advantages of additional learning in this emerging field of neurodivergent awareness ensures that even if we interview non-neurodiverse candidates, we treat everyone more thoughtfully.

https://www.kinhub.com?https://www.cipd.org/uk/knowledge/guides/neurodiversity-work/

Marmion’s Recruitment Consultants are both highly experienced and qualified in their field.??We believe that an Ethical Approach to recruitment ensures that candidates feel valued, and even if they are not successful in securing the role, they will have done their best and we have done our best for them.??We believe doors should never be closed, so handling the rejection process sensitively to an unsuccessful candidate is just as important as making the offer to the chosen one. Remember that former applicants will probably have gained more experience and additional skills which may in the future be useful for your business, and if they had a positive experience during their last application they may reapply. And this time they may be your perfect candidate or rather the Unicorn.

However, sometimes the Unicorn just doesn't exist, so it's important to keep an open mind. Rethink what the business needs and consider whether a unicorn is actually what you're searching for!

For more information about how we support businesses in their search for good people, please call us on 01133320678.??We like to talk so you’ll always talk to a human!?