10 steps to more effective recruitment
A skills-based hiring programme can close the gaps in your organisation’s workforce plan, create new opportunities for reskilling loyal workers and support employee retention.
1 Conduct a ‘skills audit’:
A skills audit is a vital tool for assessing the breadth and depth of skills within a business. Start by identifying key areas of expertise required for current operations and future growth. Utilise surveys, interviews and performance evaluations to gauge existing skills among employees. Analyse the results to identify gaps and areas needing improvement. With this data, develop strategies for upskilling current employees and recruiting new talent to meet present and future needs.
Align the findings with your long-term workforce plan to ensure that the organisation is equipped with the necessary skills to thrive.
Key benefits of Step 1:
Identifies skills gaps
Provides a roadmap for future hiring
Indicates individuals most suitable for reskilling
2 Provide training for middle managers:
Investing in training for middle managers is crucial for optimising workforce development. Provide line managers with the tools and techniques to effectively identify employee potential and offer opportunities for advancement within the organisation. Train them to accurately assess the skills and capabilities of both current employees and potential candidates during the recruitment process.
By enhancing their ability to spot talent and nurture it, managers can significantly contribute to employee engagement and retention.
Key benefits of Step 2:
Supports retention
Enlarges organisational knowledge pool
Optimises existing talent capabilities whilst reducing ‘wastage’ in the hiring process.
3 Enhance your Employer Value Proposition:
A robust Employer Value Proposition (EVP) is essential for attracting and retaining top talent – (especially for Millennials and Gen Z). Ensure that your EVP aligns with your organisation's mission and values, highlighting opportunities for growth, development and meaningful work. Additionally, clearly demonstrate your Diversity, Equity, Inclusion and Belonging (DEIB) policies to showcase your commitment to creating an inclusive workplace where all employees feel valued and supported.
By effectively communicating your EVP and DEIB initiatives, you can position your organisation as an employer of choice for future employees who share your values and aspirations.
Key benefits of Step 3:
Widens potential talent pool
Presents an attractive workplace culture
Positions your business as a ‘career destination’ for aspirational talent.
4 Present your job offer from the candidate’s perspective:
Traditional job postings – which typically present a list of skills and experience that the employer wants – are no longer effective in today’s hiring market. Beyond learning what skills are necessary for the role, candidates need to know what the role will do for them. This means as well as setting out the basic requirements, businesses must convey the potential growth and opportunities the role can deliver from the candidate's perspective. Outline the responsibilities and benefits of the position, emphasise the future trajectory and potential advancements within the organisation. Highlight how the role could align with the candidate’s career aspirations and long-term goals. Paint a clear picture of the developmental opportunities available, whether it’s through mentorship programmes, training initiatives or potential promotions.
Pinpointing the future potential of the role is key. Discuss how the position can serve as a stepping stone for career advancement within the company. Whether it leads to leadership roles, specialised projects or cross-functional experiences, illustrate the pathways for growth and progression. Consider highlighting the success stories of employees who have advanced within the organisation. Showcase real-life examples of career development.
Additionally, emphasise the impact the candidate can make in the role. Illustrate how their contributions will contribute to the organisation's mission and success, instilling a sense of purpose and motivation. Provide clarity on the expectations for performance and how success will be measured, empowering candidates to envision their future impact.
By presenting the job offer from the candidate’s perspective and highlighting the future potential of the role, you demonstrate that the organisation is invested in their growth and success, making the opportunity more compelling and attractive.
Key benefits of Step 4:
Widens the potential talent pool
Presents a complete requirement that can help to limit the number of off-target applications
Supports organisational EVP.
5 Give workers what they want:
In tandem with the points raised above, it is important that your organisation also answers the question of what today’s workers want. This goes far beyond the scope of compensation and basic benefits such as holiday and sick pay. Today’s workers want to thrive at work, not just survive. This means they are seeking:
Flexible working – 93% of all people see flexibility as important to their lives and 45% of UK workers want to choose their own start and end times. 18% would work a four-day work week for less pay. Does your organisation offer flexible work arrangements such as remote work options, flexible hours or compressed work weeks to accommodate diverse lifestyles and preferences?
Supportive leadership – The shift in workers’ expectations of what they want from their jobs and their lives is transforming the relationship between employers and employees. Workers want workplaces with supportive managers (74%) and trusted leaders (71%) that offer more flexibility, autonomy, trust, coaching and development.
Meaningful work – Employees want to feel their contributions to the company are valued and aligned with the organisation’s purpose. Recognition of a job well done is important.
A family-friendly future - As work, school and home life collided in recent years, working parents now want more from employers, including career progression opportunities (75%), meaningful work (74%), and support to stay healthy (56% want fitness resources; 54% want healthy food options).
Better mental fitness - Mental wellbeing is high on public and corporate agendas. One in four (25%) workers want more mental health support from employers to protect them against burnout.
Key benefits of Step 5:
Supports productivity
Strengthens organisational EVP.
6 Search for skills, not experience:
Work experience is not always a perfect indicator of a candidate’s capabilities. Instead of focusing on experience alone, prioritise candidates who have the specific skills needed to address your organisation's skill gaps. Recognise the value of soft skills, such as communication, adaptability and problem-solving, which are transferrable across roles. Be prepared to provide training for necessary hard skills that may be lacking in candidates. By investing in training, you can cultivate a workforce that possesses the ideal combination of technical expertise and interpersonal abilities, ensuring they can more effectively contribute to your organisation's success.
Key benefits of Step 6:
Sharpens the focus of your search
Can deliver a more diverse candidate pool
Can provide a better and faster solution to your skills requirements.
Source: People Management Dec 2023
7 Widen your talent pool:
In the same way that many businesses find their ‘profit is at the margins’ in what they do or sell, so the best candidates for your needs may not be found via traditional, mainstream search. Expand your recruitment strategy by considering applicants from diverse backgrounds and experiences, including seasoned workers who may offer valuable skills and perspectives gained over a long career. Casting a wider net allows you to tap into talent that is often overlooked, but these ‘diamonds in the rough’ may bring unique insights, industry knowledge, and a strong work ethic to your team, enriching your organisation's culture and performance.
Key benefits of Step 7:
Supports culture and performance
Supports organisational EVP
Supports organisational DEIB.
8 Limit your reliance on technology:
While technology can streamline the candidate review process, it is essential to maintain a balance with human input. Yes, AI can efficiently screen resumes and assess technical skills, but the emotional element of candidate evaluation remains crucial – human judgement allows for a deeper understanding of a candidate's cultural fit, personality and potential for growth within an organisation. Integrating both technical and human input ensures a comprehensive approach to identifying the best-fit candidates for your team.
Key benefits of Step 8:
Reduces technical bias
Provides a more thorough and accurate review process
Creates opportunities for ‘talent at the margins’ to shine through.
9 Finetune your onboarding processes:
Effective onboarding of new employees is crucial, especially for graduates and early-career professionals who are transitioning into the workforce for the first time. Tailoring your onboarding processes to meet their needs can significantly impact their performance and long-term engagement with your organisation.
Start by providing comprehensive orientation sessions that introduce them to the company culture, values and expectations. Assign mentors or buddies who can offer guidance and support during their initial days and weeks on the job. These mentors can help them navigate company policies, procedures and office dynamics, easing their transition and fostering a sense of belonging.
Additionally, offer structured training programmes to equip them with the necessary skills and knowledge for their roles. This might include technical training, soft skills development and exposure to relevant tools and systems. Recognise that graduates may require additional support during the ‘bedding in’ phase of their employment.
Be prepared to provide ongoing guidance and feedback to help them acclimate and thrive.
Key benefits of Step 9:
Enhances performance
Reduces time to effectiveness
Promotes a positive workplace culture.
Take a long-term approach:
A successful recruitment process does not stop when the candidate starts their role. Support for the long term is necessary. Investing in regular training and reskilling opportunities is essential for maintaining and enhancing employee capabilities, which in turn supports retention and organisational growth.
Source: Oxford Economics
Offering ongoing training programmes allows employees to stay updated on industry trends, technologies and best practices. This continuous learning mindset not only strengthens their skills but also demonstrates your commitment to their professional development, which can boost morale and engagement. Moreover, providing reskilling opportunities enables employees to adapt to evolving job roles and market demands. As industries undergo digital transformations and new skill sets become essential, offering reskilling initiatives can help employees stay relevant and competitive in their careers.
Provide employees with the opportunity to pursue certifications, attend workshops and participate in online courses to broaden their knowledge and skill sets.
Enable them to ring-fence time for their professional development outside of their daily tasks. By fostering a culture of learning and growth, you empower employees to take ownership of their career paths and contribute meaningfully to your organisation’s success.
Key benefits of Step 10:
Maintains morale
Enhances productivity and performance
Expands your organisation’s skill sets.
