Attracting the right candidates to a role and enticing them to join your business has been a difficult task this year as demand has outstripped the availability of talent. With more offers to consider, candidates have increased power and employers need to work harder on their offering to secure a hire. We’ve taken a look at how the changing marketplace
We’ve heard from our clients how supply shortages, escalating prices and difficulties recruiting skilled workers have all created disruption in the building products sector throughout this year. Couple this with the impact both Brexit and the pandemic has had on building and construction and it’s easy to why there are complex difficulties to overcome. Unfortunately, we’re not out of the
We’ve all had to adapt to new ways of working over the past year and some traditional methods have been changed for the foreseeable future, such as in-person sales meetings. To ensure continued growth it’s more important than ever that you identify and fill any skills gaps within your team.
When you start that all-important search for your new company recruits, are you solely focusing on their qualities and skills, or have you remembered that how you measure up to the competition is just as important? Before you even start the hiring process, it is a good idea to have a ‘health check’ of your company. Are you actually losing
Who is Generation Z? Generation Z, Gen Z, Post Millennials, iGeneration or iGen; call them what you like, but if you are going to be employing them, you need to know more about them. Although there is no exact demographic for this new wave of employees, Generation Z is thought to have been born between the mid-1990s and 2010, and
When you are a recruiter, you deal with people. I don’t have an issue with technology at all, in fact, I am a bit of a gadget geek. Give me something with flashing lights and some buttons, and I will play around with it as much as the next person. However, I like to think I am very aware of
Have you ever been to visit a business and felt that you probably wouldn’t want to work there? You walk out without a specific reason why, but something about the place just said it wasn’t right for you. Yet most of the time, there is nothing wrong with the working environment or the perfectly nice people that work in it.
We recently ran an article discussing how the counter offer was often a part of the recruitment process in the current skills gap led market. In this article, we would like to look at the counter offer scenario again, but this time a little more from the candidates’ point of view. Although there is a little additional thought for the