This year is proving a difficult and turbulent one for recruitment due to the coronavirus pandemic and the new immigration system. This means that adaptation, continuous improvement and a fresh approach to hiring is required across numerous industries in order to remain on top of demand as well as compliance.
The Recruitment and Employment Confederation (REC) has outlined multiple actions that it believes employers should take to protect the UK economy and facilitate social mobility and inclusion. We’ve put together the main messages below so that you can digest what the REC is proposing and integrate these changes into your recruitment model.
Employers need to invest time into auditing their recruitment models and carry out regular reviews. The REC found that many businesses still treat recruitment as an ad hoc process, whereas it now needs to have a clear structure that can be fine-tuned as the labour market fluctuates.
In order to not only recruit but also retain new workers, employers must develop training programmes that offer staff the chance to enhance their skills. The REC’s study shows that half of British workers said they are given access to less than five hours of training a year, which offers no tangible way to explore new avenues within a business and progress in a career.
The REC rightly points out that inclusivity is about much more than good PR. Without substance and consistency, a workplace can never be fully diverse. To rectify this, all messages need to be inclusive in terms of language and accessibility, including job adverts, interviews and internal communications. However, it’s also crucial to always offer a job to the best candidate, which is where anonymised CVs are a useful tool to ensure fairness.
As the REC highlighted, the trend towards flexible work has been accelerated by decades due to the pandemic. A far cry from early 2020, three in ten large businesses now say they are likely to explore hiring people who don’t live close to their offices.
Remote working obviously can’t be applied to hands-on roles such as pickers/packers, production workers and HGV drivers, but there may be the opportunity to offer hybrid working to many office staff and members of your management teams. If some new positions can be filled by people who aren’t on your premises every day or even at all, your talent pool will grow exponentially.
One in five companies using temporary workers estimate that they would not be able to operate at all without them. As such, employers need to make it clear to every worker what their employment status does or does not include, such as overtime, annual leave, sick pay and pension payments.
Many people who apply for a temporary role may not have worked in this way before, so transparency from the very start is imperative. Simultaneously, temporary workers should be signposted to any available alternatives to traditional employment benefits.
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We can help your company to incorporate all of the above actions into your recruitment model. For tailored advice and support, please call your closest branch or get in touch through our contact form.