With tinsel decoratively dangled across workstations, office gossip going into overdrive following the Christmas party and a general buzz around the workplace that only Christmas can create, there’s no denying the festive season is now in full swing.
As employees of all trades are looking forward to a well-earned break, 2015 is just round the corner and the savviest of recruiters and employers are formulating recruitment strategies for the forthcoming year.
We take a look at five recruitment strategies for 2015 that are likely to prove an invaluable asset in attracting the best candidates, staying ahead of competitors and generating company growth next year.
Set recruitment objectives.
Having a sound business progression plan for the forthcoming year in place will leave you in a better position to implement changes and new measures and achieve company objectives.
Start thinking and writing down objectives, such as how many new clients you want to have by the end of the first quarter of the year and how many new members of staff you will require to cater for the higher volume of clients.
Think about your candidate sourcing options.
As 2014 dwindles to an end and companies are beginning to wind down for the Christmas break, now is a good time to think about where you plan to source new candidates in 2015.
Will you use social media, newspapers or your own website to advertise job openings in 2015? Or perhaps you will use a combination of all of them?
Using a recruitment agency for your employment needs should certainly not be dismissed.
The fact that in October this year recruitment agencies in the UK reported that client demand for candidates rose at one of the most rapid rates since the late-1990s, testifies that employment agencies remain as effective and popular as ever in filling job vacancies
Think about embracing creative recruitment.
As we saw in 2014, relying on the likes of CareerBuilder and Monster to fulfil recruitment requirements is so ‘2000s’ and passé. As creative digital innovations continue to escalate, more and more recruiters are turning to more imaginative and alternative ways to recruit candidates.
Setting out creative recruitment strategies will help you, as the Business Insider points out, “hire great people.”
Consider having an Open House recruitment event.
One such creative recruitment strategy would be to have an Open House recruitment event. The event would involve inviting eligible applicants to the Open House. It would enable you to gage a better understanding of which candidates interact better in groups.
Such events are gathering momentum in the United States where they are being used to help recruiters implement a more effective screening process.
For example, the consulting firm I Love Rewards Inc. received more than 1,200 applications for nine positions. Rather than trawling through every applicant’s CV, the company invited the candidates to an Open House. Only 400 of the 1,200 showed up.
“That’s self-selection,” Razor Suleman, I Love Reward’s founder and chief executive told the Wall Street Journal.
Work towards capitalising on passive talent pools.
According to the Talent Trends 2014 global research report, 75% of professionals are passive. This means they would proactively look for and apply for new jobs.
As Linkedin writes, this is a huge pool of talent employers should not be missing out on. Such stats give appropriate fodder for employers to start developing passive candidate recruitment strategies in 2015.
One such strategy for utilising passive talent pools would be to initiate a program with a recruiter which has experience and expertise in sourcing and engaging passive candidates.
Amidst the party poppers, glasses of champagne, opening of presents, and inevitable Christmas hangovers, ensure your business gets off to a flying start in 2015, by thinking about implementing an effective recruitment strategy in the New Year.
In the meantime, everyone at Adria Solutions would like to wish all our clients and candidates a very Merry Christmas and a happy, successful and lucrative New Year.