Construction, nursing and care for the elderly are some industries which employ a large volume of migrant workers. Positions in these sectors do not always guarantee the minimum earnings threshold. With difficult economic conditions already existing, employers are unlikely to raise wages to meet the benchmark. Recruiters should be ready to source homegrown talent to fill positions usually popular with EU nationals. But the challenge is this: how to attract the requisite talent to new areas of the UK job market? Below are a few suggestions:
• Improve your candidate experience
The job market in 2021 could be something a little unusual for recruiters. After many years of skills as a sellers’ market, we may have finally closed the skills gap – albeit, in a less positive way than we may have hoped. Some analysts suggest that up to five million new jobseekers could enter the market in a new rush for work. Dealing with unprecedented high volumes of candidates could pose new problems for unprepared recruiters. Demonstrate that you are working for candidates’ best interests, and not shoehorning them into available placements.
• Update your applicant tracking system
A big chunk of the extra workload can be taken care of with a smart software system. Automate your talent acquisition and sales generation. Make searches safer and fairer. Keep candidate profiles updated and in the loop. You may be asked to double-check your data more frequently after Brexit. It’s so much better to have it all available to you with a single click.
• Look again at how you are marketing your recruitment enterprise
Where is the return on your costs for acquiring candidates or making sales? If you move your focus to meet a supply shortage in a new sector, your margins may change. Are you marketing effectively across the right platforms and channels for each role? Recruiting on social media may be a more suitable return on investment for some roles. But you won’t always find the right candidates if your efforts are not correctly targeted..