| The research, conducted amongst more than 700 Investors in People organisations, shows that recruitment is becoming an increasingly important business issue. Nearly nine in ten (86%) employers say recruitment is a high or very high priority for them over the next 12 months. Almost one in five (37%) see it as more of a priority than they did a year ago.
But a lack of quality applicants is proving a challenge for businesses in the UK. Nearly a quarter of UK bosses (24%) have to wait up to six months on average to fill job vacancies; only 18% say it takes less than a month to find the right person for the job.
Ruth Spellman, Chief Executive of Investors in People UK, commented,
“This survey shows that finding the right person for the job is becoming increasingly difficult. Applicants are lacking in both quality and quantity, meaning that ambitious employers are starved of the lifeblood of their business – the people whom they need to progress”
“In these difficult circumstances, employers must do all they can to increase their competitive edge in the recruitment market. This means putting people at the heart of their business, analysing both current and prospective requirements and then tenaciously targeting people to fill these needs – both internal and external candidates. Organisations working with Investors in People are already alert to the issues – and taking steps to tackle them; we believe thousands more could benefit”
Other key findings from the survey include:
· Over a third (40%) of respondents say that the main reason for recruitment is business growth
· Manual and craft workers need to be recruited most often (31% compared to other recruitment areas).
· 18% of those interviews say they need to recruit middle managers/professionals most often
Investors in People offers the following ‘top tips’ for employers wanting to improve their recruitment and retention performance:
· Consider both current and future need. It’s vital to plan ahead. Avoid knee-jerk recruiting by carefully evaluating what resource you will need in the next six to 12 months, and reviewing this on a regular basis. It’s important to keep on top of resource needs as your business develops and grows.
· Be clear about what you’re looking for. Draw up a clear job description for each vacant position and establish your expectation of the candidate’s skills, experience and aptitude to avoid ‘job mis-selling’. It will avoid disappointment and expense further down the line.
· Take a look at your own people. It can be tempting to rely on the recruitment consultant to find the right person for the job, but the perfect candidate could be right under your nose. Careful succession planning can ensure that when a manager is promoted or moves on, a member of their team is well equipped to fill their shoes.
· Don’t neglect new recruits. Ensure that you put a proper induction programme into place to ensure that your new starters don’t lose their motivation but start to contribute to the organisation’s productivity as soon as possible after joining.
· Keep talking to new recruits – don’t abandon them at the end of their induction period. Ask them for feedback on the organisation and listen to their suggestions for how to improve the recruitment and induction process.
- Ends -
About Investors in People
- Investors in People UK was established in 1993 to provide national ownership of the Investors in People Standard and is responsible for its promotion and branding, quality assurance and development.
- The Investors in People Standard provides a framework for improving business performance and competitiveness through good practice in human resource development.
- The Investors in People Standard is promoted and developed by Investors in People UK - a public body whose main stakeholder is the Department for Education and Skills.
- The Investors in People Standard is delivered by a partner network:
· In England, the Learning and Skills Council (LSC) and Business Links.
· In Scotland, Scottish Enterprise (SE) or Highlands and Islands Enterprise (HIE).
· In Wales, the National Council for Education and Training for Wales and the Higher Education Funding Council for Wales, jointly known as Education Learning Wales (ELWa).
· In Northern Ireland, the Department for Employment and Learning.
|