The One Thing To Do Before Recruiting in a Candidate-Short Market
If you are finding it difficult to bring on new talent, you are not alone. It is a significant challenge for most business owners and managers, keeping them awake at night.
We expect that the current supply shortage is not just a short-term problem. So, if we can’t just wait it out, what is the plan?
The first step is the most critical and is often missed. Before you set out to recruit new team members, you will need to lock in your current team.
How? Approach them as if you are seeking to hire – discover their aspirations and priorities, which may have potentially changed over the past two years.
The most successful plans focus on the individual and their unique circumstances. The suite of possibilities includes career development, training, workplace flexibility, mentoring, new responsibilities, support of external studies, progression and much more.
Creating such plans and accomodating individuals to this extent is new territory. It requires a new mindset from managers, which recognises the power of the employer is not what it once was.
Recruitment in a candidate-short market starts with your current team. Have you done everything possible to lock them in?
