Best Recruitment Practices in a Candidate-Driven Market
The New Zealand labour market has shown huge changes in the last year with the unemployment rate falling to the lowest it has been since 2007 at 3.4% and in 2021 wages increased by 2.4%, as reported by Stats NZ.
The tightening of border restrictions on New Zealand has imposed barriers for many industries that heavily rely on immigrant workers, such as the horticulture and viticulture industries which have seen massive labour shortages. Immigrant workers bring a particular skill set that New Zealanders do not possess in the same quantity which has led to a gap in the market – which has created a huge push while recruiting.
With proposed Government initiatives to encourage New Zealand citizens into these industries the labour market has become tight. From April the 13th 2022, New Zealand will be accepting offshore temporary visa holders from elsewhere in the world and up to 5,000 international students. In turn, we are hoping this will have positive impacts on the current labour shortage.
Although it is a great time to be searching for work, there is more pressure on demanding specific skills. Hiring in a candidate driven market means we need to increase our focus on catering to the needs of candidates as there could be greater opportunities available from other employers if not!
5 best end-to-end recruitment practices to lock in top talent:
1. Simplified timelines and deadlines
In a candidate driven market the opportunities available will lean in favour of the candidate, rather than the employer. With multiple options available it is in the employer’s best interest to review and tighten any lengthy processes to attract top talent. It is key to reduce delays in communication and keep the candidate engaged. Here are some tips for simplified and structured processes:
o Consistency: The recruitment process can be a job seeker’s first impression of working for the company, and you want to show that you are an organised company with structured processes. In a candidate-driven market job seekers will want answers as soon as possible. Having key dates readily available to all candidates of interview dates, pre-employment check time frames and start dates will create a clear and consistent communication from the beginning.
o Automation: Think about what steps you can automate to reduce the workload of hiring managers, for example the time taken to schedule in an interview.
2. Easy navigation
Building a stronger pool of talent can be as simple as creating an easy to navigate process. With a shift of recruitment to online platforms employers must be clear and have simple methods of submitting an application. For example:
o Reducing the clicks to apply: You are more likely to lose a candidate if they must navigate through lots of unnecessary web pages before submitting their application.
o Submission methods: Locking in one platform for candidates submit their application to. This also simplifies the recruitment process for hiring managers involved.
3. Spotlight your unique selling point
This is your time to shine! What work perks do you offer? What makes working with your company so special? Do you offer flexible working options, half-day Fridays or have a fully stocked sweets cupboard? Sharing your company values and career opportunities is one of your biggest selling points and a key way to entice your candidates through the entire interview process.
Research what your competitors are offering and update your recruitment advertisements to ensure you are attracting the right selection of talent!
4. Building a personable relationship
At Core HR we have dedicated Recruitment Partners who support you and your candidates through the entire recruitment process. Our team believes in building personable and genuine relationships with candidates so we can find the perfect match for your company and their expertise. Partnering with our Recruitment team means your candidates have a sole point of contact at any stage, with regular communication and support to the end of the recruitment process.
5. Welcoming feedback
To build an end-to-end recruitment process we encourage welcoming candidate feedback. In a candidate-driven market, it is possible your favourite candidate won’t always accept the offer.
You’ve created a brilliantly executed recruitment experience and showcased a fantastic brand to work for – although they have declined, you have built a trusting relationship with a candidate who you hope will speak highly and continue to share positive experiences of your company.
Feedback questions to ask:
What employer did they end up choosing?
What perks are your competitors offering and how do yours compare? Is that something you are willing to offer in the future or negotiate towards?
Did you face any difficulties during the whole process?
Would you apply with us in the future? If not, why?
Our Recruitment Partners would love to help you build talent acquisition strategies that attract top talent and deliver engaged employees in today’s changing recruitment environment. Our team can be contacted at info@corehr.co.nz to discuss the next steps!