A struggle to recruit can indicate that the desired candidate could be a unicorn. Ticking 10/10 boxes in this market is always going to be a challenge. However, broadening the brief and compromising in a few areas certainly widens the net, leading to greater success.

Knowing exactly who you are looking for is important but having the wrong budget can put candidates off. We have many years experience helping clients to benchmark salary and benefits to ensure they are in line with the market so feel free to reach our for some impartial advice.

Well done, you know exactly who you are looking for and you are flexing your approach to the competitive market we find ourselves in. In order to nail down your company culture and stand out from the crowd, it’s a great idea to shout about your mission, vision and values to make it even simpler for people to align themselves with you.

Because the market has changed so much, relying on job adverts will lead to problems recruiting great talent. The number of job vacancies are still 40% higher than pre-pandemic levels and candidate supply is at an all time low. Using video creatively is a great way to bring your opportunities to life.

Recruitment struggles can often be linked to a talent pool that isn’t deep enough. Then it’s time to put that EVP to good use, taking advantage of the right media channels for your chosen audience to multiply the overall number of applicants

Great stuff! You’re doing all the right things and the high standards you uphold are bearing fruit. We’d love to share some 'hiring hacks' with you to help you stand head and shoulders above the crowd.

A struggle to recruit the right candidate can stem from not acting quickly enough. The longer the process, the lower the candidate interest. The whole interview process should be no longer than two weeks from first interview to offer stage.

It’s possible to experience some success in the first stages of the process but then, inexplicably, candidates drop out. It’s a good idea to block out interview slots in stakeholders’ diaries at the start to avoid delays. With the market as it is currently, a lack of pace will mean losing good candidates to other opportunities.

Well done, you’re making the right impression! Keep going, treating people as they wish to be treated - it’s a great way to operate as people are twice as likely to talk about a bad experience. Always remember to feed back to candidates who are unsuccessful too.

Speed is everything in this market so moving quickly and putting your best foot forward will help you secure the talent you want. Low balling an offer very rarely works, and often leaves the candidate feeling undervalued. Don't forget, they're likely to have multiple offers on the table.

Recruitment should be fairly straightforward really, but its not always rainbows and butterflies. Sometimes we do all we can with a perfect process, and offer accepted, and then boom… a counter offer out of nowhere. They've never been more common, so make sure you understand your candidate's true motivations and be prepared for the inevitable.

You are clearly a great negotiator and you are quite happy to speak your mind. Closing deals is one of your skills, and in recruitment it pays to stay close to the candidate after acceptance. Staying in touch after the candidate has accepted your offer shows that you are in this for the right reasons and taking new recruits out for a lunch is a winning move.

Recruitment and retention can indeed be a lot more challenging than business as usual. When we aren’t sure why things aren’t working it’s a good idea to remember that over communication is a winning strategy as it makes people feel supported and valued.

Fine tuned processes and a tendency to associate recruitment with relationships rather than transactions equal success. The only thing is that sometimes staff leave without really saying why. A great way to build staff retention is to conduct regular 121s to understand their goals, aspirations and development areas.

Congratulations, you are clearly a detail oriented, considerate employer. Your staff must feel supported and valued, it’s no wonder people want to work for you!

Even though the situation might not be ideal, it’s never too late to put a recruitment strategy together and start finding the right people to build your team. With candidate supply at an all time low, its worth seeking professional help from an agency that can help tell your story, stand out from the crowd, and avoid the costly risk of wrong hires. Get in touch today.

Recruiting more effectively to scale your business will require investment in your recruitment process. We can help you make your brand stand out from the crowd using creative technology, video content, and social campaigns. Our network and professional expertise in recruiting finance and accounting professionals will further widen your talent pool. For specialist help, reach out today.

With a great track record and business often referred to you, you are in a great place with an outstanding team of finance and accounting professionals. In order to scale further and keep up with technological advances in the marketplace, new competencies will need to be found. We can help you to find the right people by offering quality, professional advice with enhanced market intelligence as well as the benefit of regionally focused salary benchmarking to help you to stay ahead of the curve. We are your trusted recruitment partner.