In a skills-short market, businesses across all sectors are looking more closely at their strategies for attracting and retaining their talent. And whilst a focus on employer branding has been a part of business DNA for a number of years (prevalent in the early 1990s and usually straddling both the marketing and HR functions), the last decade has seen a new phrase coined that takes the concept a step further.

The Employer Value Proposition (EVP) has become somewhat of a buzzword more recently – especially as businesses operate in an increasingly competitive and borderless world that is economically volatile.

Pioneer of employer branding research, Brett Minchington defined an EVP in 2005 as “a set of associations and offerings provided by  an organisation in return for the skills, capabilities, and experiences an employee brings to the organisation.”

In simple terms, it is the way that businesses differentiate themselves in their particular market allowing them to not only attract and recruit ‘right fit’ new employees but also impact the engagement and retention of existing staff members.

Why Your EVP Could Be Your MVP

While there seems to be more jargon and acronyms than ever – what is clear is that it is more important than ever for businesses to communicate the compelling reasons why future hires should choose to work with/ for them.

In the past, many businesses assumed the key to a successful EVP was simply offering their team the best salary and benefits. However, teams today are looking for more than just financial value in their careers.

As attitudes to the workplace have changed, so have priorities as professionals now have more opportunities than ever to consider where, how, and when they work.

Vacancies offering fully remote or hybrid contracts means that staff are no longer restricted by geography when assessing new opportunities in the market, and with the net cast wider – so too are the opportunities (and indeed, competition).

Fundamentally you need to communicate all the specific and unique benefits an employee can expect to receive when they join your business. These should seek, where possible, to differentiate yourself from competitors operating in the same region and/or practice area; describing (and making tangible) what the business stands for – vision, culture, and working environment.

According to Gartner, a leader in people management, an EVP can massively strengthen your position in the hiring landscape and improves your chances of retaining talent, decreasing annual employee turnover by just under 70%, whilst increasing ‘new hire commitment’ by nearly 30%.

The War For Talent Is Over. Talent Won.

The quote above by PwC’s US Chairman, Tim Ryan in October last year continues to do the rounds as the UK’s drought of talent is still felt across many industries and professional sectors. As highlighted in a recent article on Maddyness, UK unemployment rates remain at a historic low of 3.75%, and with vacancies still at heady heights (compared to pre-pandemic levels), there remains a disconnect between demand and supply.

Furthermore, those businesses that were proactive in securing talent by offering inflated salaries may no longer have this option against a backdrop of economic uncertainty, and squeezed budgets.

And whilst this may on the surface start to level the playing field between small and medium-sized companies who couldn’t compete on price, the challenge around standing out on the things that matter very much remains.

Creating a stand-out working culture and work environment, and offering staff a holistic package of perks and rewards is only the first step, however. Finding innovative, bold, and creative ways to communicate this externally (and through internal channels) is key – and should go beyond one-dimensional lists on websites and job descriptions.

Attracting The New Generation Of Talent

It is a well-publicised fact that Generation Z, the youngest generation to approach the working world, will soon surpass Millennials as the most populous generation on earth. By 2030, this group will make up 30% of the workforce, bringing new demands, expectations, and priorities for employers to consider.

Often raised by innovative millennials, Gen Z is the most diverse and educated age group in the professional world today. Born into a connected, digital, and empathetic world they spend approximately half of their waking hours interacting with technology. Shaped by an era of social feeds and internet culture, the slew of powerful social justice movements they’ve witnessed in recent years have given them a unique sensibility and a strong stance regarding ethical business practices and equity.

Generation Z undoubtedly has several valuable characteristics to bring to the workplace, yet their approach may cause certain challenges for business leaders as they aren’t motivated or moved by the same things as their millennial parents (we looked at some of these recently in our detailed guide on Motivating Gen Z Employees).

What has been already noted, however, is that this demographic cohort (known colloquially as ‘zoomers’) is emerging as the ‘sustainability generation’ – impacted massively by global events like the Pandemic which, according to Forbes, didn’t start the sustainability revolution necessarily, but certainly put it into overdrive (with Gen Z in the driver’s seat).

Attracting and retaining this generation will therefore need to focus on green and eco-credentials, and general CSR initiatives as part of a wider employment proposal that is demonstrably ethical, moral, and has a societal purpose. 

CSR & ESG – as easy as ABC?

Employer value propositions are evolving, due to shifting business priorities, working patterns, and employee values as well as external factors like the economy and political landscape. A focus on well-being and wellness initiatives, work-life balance, diversity, and inclusion are continuing themes setting value propositions apart across the professional landscape, alongside programmes and statements centred around Corporate Social Responsibility (CSR).

But with a new acronym on the block for businesses to get their heads around – ESG… it’s no wonder there is some confusion around where they should place their focus amidst this ‘alphabet soup’ of initiatives.

Corporate Social Responsibility (CSR) is a business approach designed around making a social impact and focus beyond profits. It is designed (or should be) to benefit society and the local community as well as the environment for the collective good – and in turn will also, by proxy, enhance the company’s image, generate more business, and earn customer and employee loyalty.

It is generally split into 4 areas:

1. Environmental
2. Ethical
3. Philanthropic
4. Economic

All are aimed at providing benefits to both the general public as well as company shareholders and employees.

Environmental, Social, and Governance (ESG) isn’t quite the same – although according to a Harvard Law School study in 2021, both terms do appear interchangeable. Rather, this programme is more data driven, and increasingly  an act of corporate compliance; defined as ‘a set of standards measuring a business’s impact on society, the environment, and how transparent and accountable it is.’

In brief, the three areas or factors look at:

• Environmental – a business’ impact on the environment, such as carbon emissions, waste management, and resource usage.
• Social – a business’ impact on society, including issues such as labour practices, human rights, and engagement with the local community.
• Governance – a business’ management and oversight, such as board and management structure, executive compensation and remuneration, and shareholder rights.

ESG has become increasingly important for investors and businesses as stakeholders demand greater accountability and transparency on sustainability and ethical issues. The key difference therefore compared to CSR, is that it is viewed as the outcome (measured and reported on) of a business’ sustainability, whilst CSR focuses on their voluntary actions to improve its impact.

An even simpler comparison by Akepa:

• CSR: a general sustainability framework, mainly used by companies
• ESG: a measurable sustainability assessment, popular with investors

In Conclusion

As a Managing Director, Manager, or Hiring professional within a business, getting your head around the many acronyms and initiatives is the first hurdle in understanding the evolving values that current (and prospective) employees have when it comes to their employer.

Understanding what these shifting ideologies are is critical when it comes to retaining, engaging, and attracting talent  – although it is equally as important not to pay lip service or view things like your EVP as a box-ticking exercise.

What is clear, is that embracing CSR (Corporate Social Responsibility) has become a necessity for businesses around the globe, not least because it remains high on the agenda of both Millennials and Gen Z employees who are ever critical of their employer’s ethical stance, reputation in the market, and values that they hope will mirror their own.

In a LinkedIn News article from earlier this year, it was reported that these demographic cohorts actively consider “conscious quitting” if the company doesn’t align with their values. It also highlighted research from KMPG which stated that 46% of employees want their employer to ‘demonstrate a commitment to environmental, social and governance’, with 1 in 5 turning down the offer of a new role if they felt a disconnect.

Clayton Recruitment’s Commitment

Of course, CSR, ESG, EVP, and any other business-related acronym are relevant to all businesses – ours included.

As a prominent Northwest employer that has been in business for nearly 25 years, we also recognise the importance of our own value proposition when it comes to our people and our community.

Our commitment to CSR can be seen here, where we detail our approach, programme, and statement of intent as we strive to become a socially responsible business, both internally and externally – making a positive impact on our people and workplace, our clients and suppliers, our local community, and our local and global environment.

The purpose of our programme is to sustain a business that is successful and respected in its ethical standing by our stakeholders. These include candidates, clients, investors, regulators, suppliers, and the wider community.

We are particularly passionate about supporting causes that have roots and impact here in the UK, and in the Northwest. One initiative that we have recently joined and committed to is Ecologi, a certified B-Corp social enterprise, and platform for Climate Action; helping individuals, families, and businesses become Climate Positive.

This market leader is certainly gaining traction and publicity, and we are delighted to join the other 40,000 members in taking simple, but impactful climate action. This year we have committed to fund the planting of trees in the UK for every placement we make and are also involved in the Beta trial to calculate our carbon footprint, and put plans in place to reduce our emissions.

You can see the impact of Ecologi’s work and their UK reforestation projects here.

In addition, Managing Director, Lynn Sedgwick and Performance and Development Director, Louise Kearns joined the Good Growth Programme in February this year, ran by Lancaster University and supported by Boost, Lancashire’s Business Growth Hub.

The 5-month Programme was underpinned by world-leading research produced by Lancaster University Management School and focused on business strategies that are centred around the environment, community, and social justice. It was a great chance to connect and collaborate with other SME leaders and contribute to solving local and global challenges.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

How to build a talent pipeline for your practice is a question many of our consultants are asked.

Logical when you consider that developing your team and the talent within your organisation will be key to your growth this year.

What Is A Talent Pipeline?

Contrary to what you might expect to read on a recruitment website, building a talent pipeline involves developing your current employees in addition to recruiting talent to ‘plug’ skill or experience gaps or fill your expansion needs.

Both will be critical for your success.

Building A Talent Pipeline: Business Strategy

The first question to inform your talent pipeline is focused on your current business growth strategy.

Are you planning to move into a new geography or perhaps offer a different aspect of your service?

You might have focused on business services and now want to expand into home and family; perhaps even consider wealth management.

The question is, do you have the capability in these areas currently or do you need to bring in a director or consultant to build a new vertical who are keen to move?

Considering these questions, how will you now plan your recruitment and within what time frame?

As a recruitment company with twenty years experience, we notice that many clients when they first come to us haven’t thought through their long term plan.

Remember to factor in budget and time to hire to hit your growth goals and be prepared for people leaving, which will produce gaps which need to be filled.

Building A Talent Pipeline: Your Current Team And Their Development

In today’s current market and depending on the size of your business it’s unlikely that you will be overstaffed with employees, ready, willing and able to be developed into a different role.

However, if you have a robust training and performance development process, it is more than possible that members of your current team will be able to move into different roles. Depending on your timelines it may be viable that some members of staff can develop to fill your growth gaps over the next one to three years.

Remember in today’s workplace; Millennials rule and are increasing in numbers across the globe. Something they deem key in their work is the opportunity to be developed. Therefore factor this into your talent development strategy and your future recruitment plans too.

Building A Talent Pipeline: Your Employer Brand

Recently we were carrying out some of our own research with candidates on why they choose to work with certain clients and not others.

Employer branding, culture and approach were giving as three influencing factors. One candidate even shared a story how after she came out of the interview she had been overwhelmed, in a positive way, by the  ‘feel’ of the organisation and their approach and was ‘keeping everything crossed’ that they made her an offer.

This isn’t an uncommon story, and the impact of your employer brand is more critical than ever.

A strong employer brand showcases the values and company culture in your organisation – all essential for attracting talent to your organisation and engaging your current staff.

More than 59% of managers say that branding is one of the critical components of their HR strategy.

While there are many different definitions for “employer branding” depending on whom you ask, they all mostly say the same thing. Your brand is the way that ‘potential new team members’ in the business world perceive you, and your opportunity to showcase what makes you unique.

Otherwise known as an “Employer Value Proposition”, your brand can help both you and your recruitment partner truly attract talent to your organisation while ensuring that you fill your team full of people who share the same values.

Building A Talent Pipeline: Using A Specialist Recruiter

The majority of clients we work with here at Clayton Recruitment come to us to help them build their talent pipeline because they have neither the time or connections to do the job as well as they would like.

Recruiting is our job; unlike most businesses who have to attract and work with clients, develop their fee earners and growing teams and then, as the business dictates recruit new members of the team.

A challenge for an already time-pressed individual.

Though it is great to recruit from within, it’s also key to bring in new ideas and perspectives from key hires who might have a different portfolio of experience and results.

Finding these individuals in a skill short market takes time.

Though we would always encourage building a network and leveraging your existing contacts and old school connections, this doesn’t always produce the results you want.

For instance, James who you have met at various social gatherings may have a high profile, however, might not have the detailed attributes your role description indicates is pivotal.

This is why working with an experienced recruitment company in the sector will make all the difference in building your talent pipeline.

Utilising all these different ideas and suggestions in your practice will enable you to start the process of building a strong talent pipeline this year.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on a permanent basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

The 2020 job market was undeniably challenging with high levels of unemployment and a seismic shift to homeworking and virtual offices for many industries. And, whilst there is still much uncertainty as we look ahead – particularly amongst those industries hardest hit by the COVID pandemic and subsequent lockdowns, a number of areas are gaining momentum once again with the proactive hiring of Sales and Marketing roles across multiple sectors in response to changing consumer behaviour and business needs.

According to the latest Bellwether Report from The IPA on marketing spend intentions and financial confidence, marketing budgets are still in negative territory as businesses continue to ride out the impacts of COVID as well as uncertainly in many sectors brought about by Brexit. However, there are signs of ‘green shoots ahead’ as 2021 picks up pace and companies recognise the importance of planning now and taking back market share through sales and marketing strategies.

In a special edition of their Emerging Jobs Report, LinkedIn reported on the roles experiencing the highest growth between April to October 2020, with a high % under the widely-cast net of Sales and Marketing including Digital Content Freelancers, Social Media and Digital Marketing specialists as well as other creative roles including screenwriters, illustrators and writers. And, whilst particular specialisms (and budgets) such as those in Event Management and PR are still in a state of flux, businesses with a back-to-basics acknowledgement that Sales and Marketing investment is key to long-term business success will surely reap the benefits as the economy, and society, start to recover.

Nevertheless, company budgets more generally will continue to be closely reviewed and justified, including those attributed to the recruitment of talent. Savvy business owners have long realised the value that they get from relationships and partnerships with Recruitment Agencies in attracting top-tier candidates, and even in tempestuous markets like these, nurturing those collaborations to drive business growth is demonstrably advantageous.

Admittedly, whilst it is our job to shout from the rooftops why businesses should use the services of a Recruitment Consultant to give them tangible competitive advantage, now more than ever, those who are tapping into sector expertise of agencies are reaping the benefits and bringing on board Sales and Marketing professionals that are highly skilled and actively looking for work.

Market Overview

Recruitment Consultants have a vested interest in understanding the sector in which you’re looking to recruit and because of the trusted position that they have with Candidates – both active and on a long-term basis, they will undoubtedly be able to offer you strategic insight around movement and activity they are experiencing in the market. Good agencies will have an in-depth knowledge of Marketing specialists that are in demand and a Consultant will be able to offer you impartial and professional guidance on the things like salary benchmarking and market mapping as part of a truly consultative relationship that ensures you are fully armed and aware of your options.

Time better invested

We know from talking to our Business Owners and professionals in Human Resources that homeworking, whilst necessary over the last year (and of value to many), has resulted in unintentional overtime as the office-commute is depleted and the lines between family and work life are increasingly blurred. Hours worked are increasing, and businesses are perhaps not only cash-poor, but time-poor too.

HR departments are often stretched with many other business priorities, and senior management are unlikely to find the time to dedicate to sifting through hundreds of CVs, shortlisting, interviewing and offer-negotiation. According to job board CV-Library, entry level vacancies attracted many thousands of applications back in August 2020 – a sign of the jobs market and associated redundancies no doubt, and whilst more niche roles may mean this volume is whittled down a little, it is certainly a big ask and expectation that a company undertakes this level of focus on top of the ‘day job’.

Even with the world of technology, multiple job boards and social media channels at your fingertips there is no doubt that a good Recruitment Consultant will want to take time to understand your business and hiring strategy inside out; your growth plans, your objectives for bringing other Sales and Marketing professionals in, and your ‘Employee Value Proposition’ that sets you apart as an employer – but this should be an investment that will pay dividends in better representing you in the market. Agencies that keep you updated on progress, whatever the outcome, are worth their weight in gold and should allow you to have confidence that they will search the market for Candidates that are a best fit on all fronts- freeing up time for you to focus on preparing for interviews and the sharper end of the process that will hopefully lead to an offer.

Access to the inside track

In certain specialisms, the active pool of candidates has increased, yet in others, particularly those within Digital Marketing, talent shortages are still abound. Knowing what is ‘out there’ in real terms can often be overwhelming and unclear. A Recruitment Consultant will not only help to cut through the noise but will also be able to furnish you with the finer detail of Candidates on the market as well as general mobility of those looking for career progression.

In addition, many Recruitment Agencies will represent Sales & Marketing professionals on an exclusive basis meaning that in turn, you will have access to top-drawer individuals often before they are seen as ‘active’ jobseekers; giving you a head start on your own competition. The passive market is truly untapped potential, and Recruitment Agencies will already be strategically communicating with these candidates that you will not find applying to your roles or visiting your website.

Costs-Savings

It does seem counter-intuitive to focus on the savings a Recruitment Agency can offer a business, as the service itself does come with a cost. However, businesses should look instead at the overall value that they get from outsourcing this activity. Costs associated with advertising roles, tech to aid matching and candidate screening can be significant although the impact on not filling the role in a timely manner may be more damaging to the business than such outlays. Many agencies earn their fee only when the successful candidate starts their position and passes their probation period ensuring that agencies are always driven by a targeted approach that demonstrates a deep understanding of your requirements and matches those with only the most relevant individuals. Conversely, the cost of a bad hire (and associated expenditure on training and onboarding) can also be hugely damaging to businesses – so getting it right first time is the goal for all parties,

The human touch

A professional Recruitment Agency should, in this day in age, have a world-class ‘tech stack’ that tangibly benefits their Clients and their search for skilled professionals. Whether that is through systems that produces better matches between roles and candidate profiles or enhances candidate screening with tools like psychometric testing. Technology undoubtedly can aid the recruitment cycle and chance of success of a good fit for your business.

That being said, overwhelmingly where Recruitment Consultants excel is the personal touch that you get from speaking candidly, confidentially and openly with another person. Adding to headcount can be draining – financially and through time spent searching the market with sometimes no experience of that industry, and whilst they may have their part to play, automatic watchdogs and the like alerting you to new candidates pinging into your inbox just won’t offer the emotional support and empathy that you get from Consultants who are fully emersed and experienced in the recruitment cycle and all its nuances.

Salesperson, Negotiator, Arbitrator.

Recruitment Consultants are unashamedly sales-trained and commercially minded, and when you take those skills and couple them with a deep-rooted understanding of their clients, the result is professional representation from someone who knows how to ‘sell’ your business– your culture, working environment, mission and values – and leverage those elements with the non-negotiables of the candidates. This is crucial in a competitive market and smaller more specialised pools of jobseekers.

Moreover, once an offer is on the table, your Consultant will act as negotiator (sometimes arbitrator) with the candidate in order to not only cover off some of the basics like remuneration and package, but set expectations around notice periods, start dates and the finer details of the contract. All without you having to have any forced or awkward conversations at the early stage in your relationship.

Service-led support throughout relationship

Support for Clients should not end once an offer has been accepted either. Many agencies will proactively offer guidance if required around the lead up to start date for your new hire, how to combat counteroffers, and keep lines of communication open between all parties.

Whilst the world is still arguably in a state of flux in many ways across the economical spectrum, we are seeing real confidence once again in a number of Sales and Marketing roles with firms that are committed to their growth strategies and bringing in talent that supports their vision. As demand outstrips supply in several practice areas including Digital Marketing, businesses who are now thinking beyond notice periods will find that now is a good time to strike and take action.

If you would like to speak to us confidentially about market conditions, candidate mobility within your sector or geographical region, or if you are actively looking for talent now and would like us to help navigate the market, we would love to chat. Contact us or call the office on 01772 259121 for more information on how our exceptional recruitment experience can help your hiring strategy.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.
With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

If you are looking for your next career move, we can help. Call us on 01772 259 121.

If you would like to access our free guides, view them all here.

Many industries are driven by their sales and marketing functions, and in our post-Covid world, these departments in your business have become more critical than ever.

Likewise, finance and accounting teams have been the backbone of businesses throughout the pandemic.

In any organisation, both of these parts of your business need to be staffed with the right, dedicated team, to achieve success; and as you grow your business next year, these departments will play a pivotal role.

Despite the pandemic, many industries such as online retailers are doing well, as the market shifts to accommodate the way businesses and their customers are acting to navigate the new normal, we occupy.

In the UK, the sectors that are doing particularly well include banks, certain food and beverage organisations, construction, financial services, healthcare equipment and technology.

Of course, this is a broad picture of the UK, and each business will have its own story to tell.

But what is true everywhere is that organisations who plan to grow next year and come back stronger from the pandemic will need to concentrate on having the best sales and marketing experts, as well as astute financial professionals in key roles.

Today, we look at the importance of both the sales and marketing and finance and accounting functions in your business, and how Clayton can supply you with the talent you will need here for 2021.

Let’s look at where one of the most significant opportunities is right now – sales.

Capitalising on Sales Opportunities

One area we are seeing vast growth is in sales, both in B2B and B2C.

In times of economic uncertainty, this is historically a prime opportunity to increase sales as businesses and individuals are looking to you as a market expert to provide what they need right now. And we saw this in the immediate aftermath of the pandemic this year. It was not the businesses who furloughed their sales departments who are riding high right now – it is the ones that carried on with their sales processes even in spite of the pandemic.

However, the UK has not experienced the worst of the economic downturn that was expected; in fact, the economy is recovering strongly from the Covid period.

Depending on the nature of your business, you will likely have experienced challenges and opportunities this year, perhaps in some unexpected areas. To grow this year and capitalise on opportunities in the market, many organisations are now expanding their sales teams with experienced, talented sales executives.

The most vital asset to any business now as we enter back into a period of healthy trading is a strong sales team – talk to us today to find out how we can help.

Marketing

Marketing has also evolved massively since the start of the pandemic.

The change in consumer habits, government restrictions in this country and wider global business influences have meant that marketing your business probably looks much different now to what it did at the start of the year.

Having an excellent marketing department in place right now is critical.

Sectors which are doing well since the pandemic include online retail, tech, construction, consumer goods and green energy, will require increasing numbers of talented individuals next year to strengthen these brand messages.

Digital marketing software and CRMs like Salesforce have increased their market share during the pandemic as companies realise the importance of nurturing relationships with customers.

A few questions for you.

• Have you invested in digital marketing or CRM software recently?
• Are you getting the most out of your sales team?
• Do you need to provide them with better tools or better management?
• How many additional people might you need?

All these are considerations for organisations today. We know because we are working with companies daily who are building marketing talented teams in these areas. If you would like a conversation to understand how we might help you, get in touch with one of our team today.

Accounting and Finance

Accounting and finance have always been a stable sector and in times of uncertainty always moves into a growth phase, as companies navigate the changes in the economy.

As well as dealing with the pandemic, the UK accounting and finance sector is also bracing for Brexit in 2021.

However, as a full leave agreement is yet to be decided, many banks and financial service companies have already made their arrangements to continue to trade with the EU market. As this financial blog points out, trading in the EU market was ‘too inviting to let go’.

In November, the chancellor outlined exciting new plans for the UK financial service sectors, with a focus on financial technology.

Financial technology is going to play a huge part in the future of all businesses, as systems and processes turn digital in the wake of Covid-19.

Do you have financial technology talent in your team that will drive your organisation forwards?

In terms of financial business recovery, despite more tiered restrictions, positive news about a vaccine has shed light on hope for next year. Recent data from the staffing industry shows that positions in Insurance and Finance were up 22% on the previous week for the week starting the 22nd November.

Good news.

Have you found that demand in your finance and accounting departments has increased in the months since the pandemic?

If the answer is yes or you can predict growth for the future, it might be time to start thinking about injecting some fresh finance talent into your team.

How Clayton are Responding

Clayton has been providing expert recruitment services for over 30 years, specialising in the legal sector as well as sales and marketing and accounting and finance.

Because of the huge shifts happening in the jobs market in the UK right now, we have recognised the importance of pivoting to help businesses who need these most in-demand candidates right now.

At Clayton Recruitment, we are repeatedly asked by clients to source the best of these talent pools to place in key roles; for this reason, we are committing to a focus on sales and marketing and finance and accounting. We are doubling down on our efforts to source candidates specifically in these areas.

We’re committing to a laser focus on sales and marketing and accounting and finance, drawing on our previous extensive experience in these sectors and creating a recruitment process to quickly find clients the candidates they need.

So, we can help if you need sales and marketing or finance and accounting candidates with the most in-demand skills.

Get in touch with us today to find out how we can put you in touch with the right candidates to drive growth in your organisation. Call us on 01772 259 121 or contact us here to discuss your recruitment needs.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on a permanent basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

Recruitment should be in every strategic business plan. Recruitment is a necessity in business, yet in times of crisis, some short-sighted organisations start to disband their HR department to cut costs – leaving the company in a precarious position.

Aside from the fact that cutting your HR department will make growth and expansion more challenging – there are also unexpected vacancies to think about. What often happens is that the recruitment process is left to someone who is either unqualified or who lacks time – not an ideal scenario. Today we look at how businesses can approach recruiting when their HR departments have been severely affected by Covid.

Get Your Job Adverts Working Harder

Think of your job advert as an extension of your company brand – it should act as a beacon not just to attract the best candidates to you, but to ensure that the candidates you are attracting are ‘right’ for your business.

Businesses recruiting with an HR department can be tempted to hire the first person who applies who is qualified. And this is understandable.

But you must consider the implications of hiring someone who is not right for your company culture – and this can happen when hiring is done in a rush.

So spend some time crafting your job advert to signal to applicants if they will really be a good ‘fit’ for your organisation.

Some tips include –

• Skip the buzzwords – say what you really
• Be as detailed as possible, but keep it succinct
• Focus on where the company is going – this will attract driven individuals
• Be honest and realistic – often when companies can’t find the ‘right’ hire, it is because they’re looking for a unicorn.

Of course, you can always work with an expert recruitment company to write your job adverts. At Clayton Recruitment, we can not only compile talent attracting job descriptions for you; we can help you to understand what it is your team is lacking.

Promoting Your Brand To Attract Talent

I have been surprised at the number of businesses who have gone quiet on social media throughout the pandemic.

It has never been more essential to promote your brand and keep your name at the forefront of your customer’s and client’s minds.

But this is also a great way to attract top talent to your business.

Use social media, LinkedIn especially to promote your company brand, to position yourself as an employer with your finger on the pulse.

Many great individuals are looking for new roles right now, and they will be attracted to the companies who have the most engaging profile, whether that’s social media, your website, a YouTube channel or podcasts. Get your name out there, and the best talent will be attracted to you.

If you don’t have a dedicated person to run your social media account, appoint a member of staff to do checking regularly and interacting with people. And this doesn’t have to be a long task, even just 15 minutes a day will help to strengthen your brand.

When you are more active and engaged on social media, you can then build a talent network which will be the next stage of your recruitment drive when you haven’t got a dedicated HR department.

Build a Talent Pipeline

Having an active audience and interacting with people from your sector on social media and LinkedIn is a great way to start building your talent pipeline.

A talent pipeline is the best way to ensure that you have people lined up for your upcoming vacancies – remember that you never know who might be handing their resignation notice in next.

I’ve mentioned LinkedIn and social media, and the following are great ways to build a talent network –

• Hold or attend sector webinars. Due to the pandemic, networking has gone fully online. Connecting with members of your sector virtually is a great way to increase interest in your brand and your business.
• Use your existing contacts – do you have an employee referral programme? Do you keep in contact with previous candidates and applicants?

Building a talent pipeline is going to be essential for your business strategy if your HR department is not operating at full capacity. Get in contact with us here if you would like to discuss how we can help you build a talent pipeline.

Consider Temporary and Contract Employees

This is one of the best ways to recruit when you need to fill a vacancy or to help your organisation with what it needs right now – that is not a long-term commitment.

The rise in temporary and contract employees happening right now shows that many employers are using this as a strategy.

Hiring an employee on a temporary basis, whether that’s an interim director or a marketing specialist, is the ideal solution to getting the HR resources you need into your business right now as you figure out what you need in our new normal.

We specialise in temporary and contract work, and we can help you find the talent you need on a non-permanent basis.

If you would like to know more about how we can help you hire for the roles you need during this business-critical time, on a flexible, temporary basis, get in touch with us today.

Call us on 01772 259 121 or contact us here to find out more about our temporary recruitment service.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on a permanent basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

In an increasingly competitive employment market, employers must keep up-to-date with the compensation, perks and benefits that the best talent is looking for, or risk losing them to your competitors.

I speak to candidates daily, and I hear the same incentives that are driving candidates away from specific workplaces and into others.

In this blog, I will share what the most talented candidates are looking for in their new employers right now – are you offering these incentives?

Flexible Work Schedules

We have seen a decrease in the typical 9-5 working schedule for some years now, with flexi-time gaining popularity in the ‘90s through to the present day.

But increasingly, employees are looking for even more flexibility from their employers.

Employees today – and especially millennial employees who now make up the majority of workplaces – want schedules that are flexible to their personal needs.

This is different to flexitime, as instead of being able to come into work anytime between 7-10 am and leave between 3-7 pm, they might ask for flexibility at other times. For example, a half-day finish when they have an appointment and be able to make the time up somewhere else or to come in later on days when they have to take their child to playgroup when their partner is busy.

As well as a flexible working arrangement, another popular demand among employees is a compressed working week – let me explain how this works.

Compressed Work Week

A compressed working schedule allows employees to work full time, putting in more of their hours on the days they choose, and allowing them to take time off elsewhere. For example, an employee might want to work four 10 hour days and have Fridays off.

Employees love this perk, as it allows them to have a better work-life balance, and studies show that working non-regular office hours improves productivity. Employees are more focused on their tasks, they have fewer interruptions, and it reduces fatigue which causes productivity and quality of work to slip.

Pension Scheme

We’re all living longer, and with government pensions not as reliable as they once were, employees are looking to their employers to provide them with an excellent pension scheme.

Employees highly value an employer who invests in an excellent pension scheme for them – it shows that they are invested in their future.

Working with a workplace pension provider to ensure that your employees are given a good rate on their pensions and that they can have as much or as little input as they want in the matter is a highly desirable bonus to many employees.

On-Site Amenities

Depending on the type of your workplace, there will be a range of amenities that you can provide for employees.

If your organisation is based somewhere away from shops and other conveniences, can you provide food for employees?

Some larger organisations can provide gyms, which is seen as one of the most sought-after perks; of course, this is not always possible and will depend on your size and budget. A good alternative is a chill-out zone, where employees can take time out to de-stress or have a quiet 5 minutes.

Even something as small as making your workspace bright, with plenty of natural light and indoor plants can make workplaces much more appealing to candidates.

Your goal should be to provide a workspace that your employees look forward to coming to, where they feel that they can thrive and work towards the shared goal of being healthy and happy.

Creating a positive place to work for your employees contributes to their overall wellbeing, which in turn increases productivity – it’s a win-win!

Finally, a great way to boost morale and give employees a little something that everyone enjoys – free social events!

Social Events

The solitary annual Christmas party doesn’t cut it anymore – many workplaces provide events for their employees throughout the year, and this is has become the mark of a great employer.

It doesn’t have to be monthly away-days at outdoor pursuit facilities; something as low-key as a shared team breakfast every few weeks, or making sure you celebrate birthdays in the office, makes team members feel valued.

Not only this, but research shows that employees who spend time together form stronger bonds which enables them to work better as a team when they are at work.

Your Benefits

How many of these benefits do you currently provide, in one form or another, to attract and retain the best employees?

The smartest organisations are always on the lookout for the most talented employees, and so attraction and retention should be something you are actively monitoring.

Hopefully, this article will have given you some inspiration on how you can make changes to transform your organisation into a talent magnet.

If you need further help or advice on how to recruit top employees, we can help. We work with organisations in the North West to help them find the talent they need to drive their business forwards – get in contact with us today to find out more.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

The hiring market is changing.

With employment at an all-time high, many companies are finding it hard to locate the right kind of staff they need to help them reach their business goals.

As recruiters in the North West, we have seen an increase in the number of candidates enquiring about temporary work and this is echoed in the UK as a whole, with temp work being one of the fastest areas of recruitment.

However, many organisations are still reluctant to take on temporary staff, and quite often view it as a ‘last resort’. In doing this, many companies are missing out on a vast array of talented employees who are looking for less-permanent positions.

If you are not fully utilising temporary workers in your business yet, and are unsure as to why you should start, here are the five reasons that employers should take on more temporary workers this year.

1. A Clever Staffing Solution

We work with organisations of many different sizes, serving a range of sectors. And what we find more and more often is that they cannot locate the talent they need to help them achieve their business goals.

Many companies will persist with and repeat their recruitment process with the view to finding a permanent member of staff to fill a position. Many organisations would not consider a temporary employee: because the role is permanent, they want a permanent member of staff.

But in doing this, they struggle on with a vacant position, or worse; they employ the ‘wrong’ permanent employee in haste. The cost of rehiring for permanent employees can become very costly indeed.

This is the perfect opportunity to utilise an employee on a temporary contract – to solve an ongoing recruitment issue.

2. For Flexibility

In an ever-changing economy, and especially during the Brexit transition period, many employers are finding that their staffing needs are fluctuating.

Sometimes it is not feasible for employers to take on staff with permanent contracts when they know that they cannot predict how long they will be needed.

Temp workers are perfect for the changing demands of your business. Many employees are looking for short-term and temporary work. You can work with a recruiter to outline your businesses needs, and they can find you staff who fit into exactly what you’re looking for, skills and contract-wise.

3. When Your Team Needs a Lift

On the flip-side, there are times when businesses are booming, and they need all the help they can get. It’s great when you see an increase in custom, but this can have negative repercussions on your team.

Continuing with the same size of team and expecting them to take on extra duties when you need them to can cause stress and anxiety among your employees, and will eventually lead to a drop in productivity.

If your team needs a morale boost in the form of some extra help to see them through unexpected busy times, bringing in some fresh faces for a limited period is a smart solution.

4. Access to Untapped Talent

Is your organisation going through a period of change? Are you changing your services or processes? Are you expanding?

You might already have an excellent team in place, but sometimes you need access to new talent to help you through a transition period.

In the past, there was a stereotype of temp work being associated with low-skilled talent looking for very casual contracts, but this is not the case anymore.

There is a wealth of talent considering temporary work for a variety of reasons, such as alongside part-time studying, new parents looking for employment to fit around raising their family, and those looking to change sectors. All of these employees can add real value to your business in the time you need them most.

5. With a View to a Permanent Hire

Finally, probably the most significant benefit that employers can get out of temporary hires is temp-to-perm positions.

Organisations can work with recruiters to find employees looking for temp-to-perm contracts to ‘try before they buy’. This is a great way to find out if the employee fits into your organisation – if they are the ‘right’ person for the job before you sign on the dotted line.

And it’s a two-way street, too. Many temp workers prefer these type of contracts (when they are looking for permanent work eventually) as they can see if they like the role and the company without being tied down.

Finally

Do you currently employ temporary workers in your organisation? Perhaps you have used them in the past, or only use them at specific points in the year, such as over the Christmas period. Consider taking on temporary workers in your organisation at different times to enjoy the benefits that I have outlined here.

There are plenty of candidates looking for temporary contracts who are waiting to hear from your organisation right now – get in touch with us to find out more.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, Nursing, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

The start of a new year – how many business owners have been mulling over their plans for 2020 and the coming decade while they were at home celebrating with family? I know I was!

Here is the thing.

To achieve growth, to scale your business and to more importantly – increase revenue – what you need is a great team.

Some people go as far as saying that your team are as equally as important as your customers. No successful business has ever made it with a sub-standard team in place, and engaged employees are widely considered to be essential to higher efficiency, productivity and profits.

The cost of a bad hire, while expensive in monetary terms (estimates range from £12,000 to up to tens of thousands of pounds) will potentially send shockwaves which will be felt throughout your business.

And the smaller your company, the more impact making the wrong hire will have. Increased workloads and stress for current employees, low morale, decreased productivity…all of these put a strain on your business in a time when you were planning on growing.

So, with this in mind – what are you doing to ensure the hires that you make in 2020 will be the right ones to ensure your business grows and moves in the right direction?

Make 2020 the year that you put your recruitment process in the hands of the experts by working with a specialist recruiter; and here is how it will benefit your business.

Unrivalled Expertise

Unfortunately, many business owners who are not well acquainted with the world of recruitment don’t realise the vast difference in service they will receive between a specialist and a general recruiter.

This is understandable, as those who don’t live and breathe recruitment (unlike us!) have less of an understanding of what different recruiters provide within their service.

Most people don’t realise the extent of the knowledge gaps that a general recruiter can have, and the impact this will have on your eventual hire. Every employee in your organisation has a bearing on your success, and so each employee must be hired for the value that they can add to your business.

You can only achieve this by working with a recruiter who has an in-depth understanding of your sector, and sadly, this is not what a general recruiter will provide.

Local Knowledge

As well as extensive sector knowledge, one of the most crucial elements of working with a specialist recruiter is their geographical location. Can you expect your recruiter to understand current issues affecting your town or city when they are based elsewhere in the country?

Understanding, and having a good knowledge of the businesses in the area is an added benefit that people often overlook when choosing a recruiter.

If your specialist recruiter focuses their recruiting in one geographical area, this means that they can give a vastly improved service. Understanding your local area, the current economic and job climate, and the local candidate base is an added layer to your specialist recruiter’s service, which strengthens their hiring process.

The Skills Shortage

A recent survey of recruitment in the accounting and finance sector found that there is a current ‘moderate’ skills shortage in pivotal roles. Another accounting survey found that 95% of recruiting partners have struggled to find skilled accountants – does this sound familiar?

There is a distinct lack of talent in the active accounting candidate market. Firms who attempt to recruit by themselves, or use a general recruiter, are failing to interview candidates who possess the right skills and attitude.

A niche specialist will have access to the broader talent pool and will have contact with candidates that would not otherwise be looking to apply to your organisation.

An Efficient Process

How fast is your recruitment process? How many stages are there to ensure that the candidate is right for the role?

Or is it more of a relaxed affair that can take weeks depending on when the senior staff can get together? Is it more a case of hiring the person who can start the soonest? Your specialist recruiter will have every stage, and more importantly – the time frame already in mind.

One of the biggest complaints I hear from candidates, and sadly, one of the reasons many businesses miss out on great candidates is that ‘the hiring process took too long’.

The speed and efficiency of your hiring process is something which many business owners fail to recognise as essential to the candidates. Your specialist recruiter has the time to keep in touch with candidates at every step of the way, ensuring that they don’t switch off or worse – get approached by a rival company..

The Right Hire – First Time

Finally, but certainly not least – perhaps the most value-adding aspect of working with a specialist recruiter is the guarantee that the right hire will be made for your organisation.

As I have highlighted in this article, it is so essential to make the right hire, the first time around, and working with a specialist recruiter will ensure that this happens. It reduces the chance of being left for weeks (or months) of uncertainty as you attempt to carry out the recruitment process around your businesses daily tasks.

Or the worry that a sub-standard hire might be made, as a result of working with a recruiter who doesn’t understand your businesses and your sector-specific needs.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

A stable workforce means that things run smoothly and without interruption, so when a staff member leaves it can have a big impact on the rest of the business. Valuable skills and job-specific knowledge that has built up over time disappear with a departing staff member, leaving you in a tricky position to bridge the gap. These practical implications of recruitment can have just as heavy a cost to your company as the financial element.

That’s why we’ve put together this guide to help explain what the true cost of recruiting is to your business. From finances to how attrition rates impact your recruitment, we’ve considered some of the things you may not have thought about when it comes to recruiting.

Recruitment costs: facts and figures

To understand the true cost of recruiting, it’s useful to look at the facts and figures and what costs they refer to. When a staff member leaves, your business could find itself paying for everything from recruitment costs to the wages of temporary staff.

Research carried out by Oxford Economics suggests that it costs more than £30,000 to replace a staff member. Two main reasons for this cost are highlighted in the findings:

• Firstly, the logistics of recruiting a new staff member and the associated costs that go along with that. For example, HR activity and the cost to the business of the interview process.
• Secondly, the reduction in productivity while the new staff member gets up to speed. According to the report, it can take between 20 and 32 weeks for a new starter to reach optimum efficiency, depending on the industry.

The financial figures are striking of course, although it’s important not to overlook the bigger picture. Not only does a departing staff member result in a monetary cost to the business there is a range of knock-on effects:

• HR spends considerable time going through leaving and joining processes, completing all the relevant paperwork as well as sourcing a replacement.
• Management has to spend time arranging for the work to be covered, either by distributing it amongst existing staff or appointing temporary cover. There’s also the time spent away from everyday work conducting interviews to take into account.
• The workload of colleagues increases and there is a general reduction in productivity as staff take time to readjust and the new person to settle in.

Not only is this expensive, it’s time-consuming: resources which could be used to retain staff are instead spent on finding a replacement. There’s the commercial element to consider also, as time and energy are put into recruitment which could be put to more effective use by serving clients, refining work processes, and developing new products and services.

Attrition rates and their impact on recruitment costs

Losing a well-established member of staff is undoubtedly a blow to your business, although it’s equally important to consider how attrition rates play into your overall recruitment costs. If you find that you hire someone only for them to leave after a short while, or if staff aren’t sticking with you for the long term, it can have a huge impact on your overall cost of recruitment. What’s more, if staff churn is causing disruption, then it’s unlikely that your workforce is operating at maximum productivity.

There’s a mixed picture on attrition across the board, with turnover rates varying by profession and industry. Research carried out by XpertHR shows that general management and admin staff has one of the lowest turnover rates at 3.1%. The second and third lowest rates were engineers at 4.9% and technology staff at 6.8%. At the other end of the scale, the highest turnover rates are amongst publishing and events staff at 17.7%.

Each individual industry faces its own specific challenges, however it’s important to remember that each departing staff member impacts on your business. So, while the turnover rate for engineers at 4.9% seems low compared to the 17.7% average staff turnover in publishing and events, it doesn’t necessarily lessen the impact. The need to source candidates with specific skills and qualifications can take a long time, which extends the period that you’re without a valuable individual and means that the optimum productivity of your workforce is reduced for longer.

Each individual industry faces its own specific challenges, however it’s important to remember that each departing staff member impacts on your business. So, while the turnover rate for engineers at 4.9% seems low compared to the 17.7% average staff turnover in publishing and events, it doesn’t necessarily lessen the impact. The need to source candidates with specific skills and qualifications can take a long time, which extends the period that you’re without a valuable individual and means that the optimum productivity of your workforce is reduced for longer.

And while positions such as general admin may have a lower skills threshold than engineering, making them easier to fill, staff churn is disruptive. Having a plan in place to attract and retain the best talent is always a good idea, and if you find that your turnover rates are starting to creep up it’s worth revisiting your employer branding. Perhaps something is missing, or not connecting with staff and candidates and a few small changes could reduce turnover. The important thing is to monitor and refine: stick with what works and change what doesn’t.

Why businesses benefit from using a recruitment agency

Knowing what will attract candidates, what will drive them away and what will help to keep employees is invaluable. And especially when it comes to attracting candidates in a specialist field, having the experience and know-how of a recruitment agency on your side can make a big difference.

Of course, using a recruitment agency rather than recruiting in-house incurs a cost. However, by making use of a partner with specialist skills, your staff are free to do what they do best, meaning that you save time and money in the long term. Placing the right candidate with your firm will also reduce attrition rates, meaning you spend less on recruitment than you otherwise would have done.

A recruitment agency will be able to personalise their service to the needs of your business, so you can choose exactly the level of involvement that suits you. What’s more, an extensive network of candidates will mean that your agent can think outside of the box and help you to consider candidates that you might not otherwise have done, giving you more choice.

If the true cost of recruitment is proving to be an issue for your business, perhaps we can help? Even if staff retention is something that your company has been struggling with why not give us a call on 01772 259 121? We’ve over thirty years’ recruitment experience and would be pleased to help.

You may also find out recent blog ‘Staff retention – worth the effort?’, of interest if you’re looking for some new ideas on how to retain your staff.

And please feel free to register your vacancy online, if you’re looking to recruit at the moment.

As a business, one of the main challenges you’re likely to face is finding the employees that can help you grow. And to do that effectively you need to work with a recruitment consultancy. But with so many firms in the market, each offering to ‘revolutionise your people strategy’ or ‘find the talent that can make a difference’, what should you be actually be looking for when selecting a hiring partner?

• A sector expert. You don’t want to waste your time outlining the hiring issues in your specific sector or what skills your ideal employee would have, you want an organisation that already knows what a good employee looks like and where to find them. A good way to gauge the level of expertise of a recruiter is to check their blog or social media channels. If they’ve been regularly commenting on the hot issues within the sector, then it’s likely they know what they’re talking about. Alternatively you could just pick up the phone and ask a few questions to the firm’s employees which should also allow you to ascertain their knowledge levels. 
• A trusted advisor. There are far too many organisations that will simply nod their heads and say what they think you want to hear in order to secure payment. But the better firms will operate as a partner rather than just a supplier and won’t just say yes to everything. They’re also likely to take a real interest in finding out more about the culture of your firm and what makes it tick in order to find the best possible fit. 
• A deep and detailed hiring process. Before committing to an agency, find out what its hiring process is, what they test, how they test for it and generally how stringent they are when reviewing potential hires. The best organisations will do everything they can to assess not just an individual’s ability to carry out their role, but also crucially how likely they are to stay with the job, rather than leaving after a short period of time and forcing you to restart the entire process all over again. 
• A good reputation. This one may seem obvious but there is no excuse for not carrying out full and careful research on any organisation that you’re potentially going to work with. Have previous clients left glowing reports praising the agency? If not, why not? The best firms are likely to have at least some testimonials or sound bites reporting the positive feedback they’ve received from successful projects and if you can’t find any, you should begin to ask questions. 
• Accredited. It may not have immediately leapt to the forefront of your mind but choosing an agency that’s a member of a trade body can make a huge difference. For one thing you’ll have a point of contact that you can complain to should the relationship turn sour, or if the firm acts in an unethical or unprofessional way. It’s essentially a guarantee that the firm will do things in the right way. Similarly, find out whether the business believes in professional qualifications and developing the skill sets of its own staff. Qualified consultants will possess expert knowledge on the legal, ethical and professional issues in your specific sector and will therefore be in a much better position to work with you.

What factors do you think firms should identify in a recruitment partner? Let us know your thoughts below.

Read our tips to getting the best from your recruitment provider or call the office on 01772 259121 to speak to one of our experts. To Register a Vacancy online, click here.