New recruitment techniques to solve your employment problems
You will learn
- Tips for changing your recruitment techniques increase your appeal
- How to tap into the wider workforce
- The benefits of hiring someone with a disability or other barrier to work
Consider refreshing your recruitment techniques to help you take on enthusiastic new employees and beat the growing skills gap across York, North Yorkshire and East Riding. Tap in to the wider workforce to open up new possibilities for your business when taking on new members of staff. Welcoming people from all parts of society in to your business helps you to develop a more motivated, loyal and representative workforce. Continuing to spend time and money trying the same methods of recruitment and getting the same low response rate will not help your business. Adapting ideas about who you want to recruit, will.
Employing people with a disability, those who have been unemployed long term, or have a criminal conviction can provide a solution to your recruitment difficulties. Employees with one, or more, of these barriers could be the most loyal and committed staff members. Small changes to your business such as this can ensure you retain loyal employees.
Accessing an unconventional talent pool will require some adaptations to your existing recruitment techniques, and possibly also to your business, in order to ensure your new employees are able to be fully productive. Consider implementing a mentor scheme in your business. Drawing on the expertise of your existing members of staff to serve as a first point of contact for any new employee can help your new recruit to quickly become efficient in their new role.
If you can, when advertising your vacancy, show that it is suitable for compressed hours, job share or flexible working. Offering this flexible approach to working broadens your appeal to a wider range of applicants. Not only is it beneficial to younger workers in terms of childcare and parenting responsibilities, it can also be a great to help for those with disabilities or health related issues. You will find it easier help you recruit and retain older, more experienced workers too.
Having a representative workforce widens your number of potential customers, as you will be viewed as an inclusive business who consumers will want to support. 92% of employers who have changed their recruitment techniques to become more inclusive have seen an increase in their reputation as a result. If you register as a Disability Confident business, you will receive a certification, a badge, and other promotional materials that you can use on your website and other marketing campaigns. As part of The Small Employer Offer, you can get support to help you hire and retain employees with a disability, and get certified as a Disability Confident employer. It is important to note that around 83% of physical disabilities in the workplace are acquired by existing employees, so it is very likely you will need to get disability confident in the not too distant future.
See Potential have a number of resources that you can access for free to help you develop new recruitment techniques. They can: give you advice for assessing your existing recruitment process to make it more inclusive; help you get the best solution to your recruitment problems; find you partner organisations to reach out to your new talent pool; give you some ideas for adapting your business for employees' needs, and much more.
If you do need to modify equipment to enable your new employee to work, you can access funded support through the Access to Work scheme. They also offer mentoring and training for your new employee to help them settle into their new role and feel confident in their work. They also offer training for your existing staff. As it is a new arrangement for your business, your current team may need support to understand the needs of your new employee. An employee with autism, for example, can be incredibly beneficial to your business through their attention to detail and specialist skills, but they might struggle with certain social elements of the working environment in your team. The scheme can help your current employees understand the needs of their new colleague.
Over 10 million people in the UK have a criminal record, so, if you have more than five employees, there is a good chance that one has a criminal conviction in their past. For most roles not requiring a DBS check, your employee does not legally need to inform you of it, if their conviction is classified as being "spent". So, when trying to fill your vacancies, do not automatically discount an applicant who has declared they have a criminal conviction. Consider what their offence was, how much time has passed since they were sentenced, and what job role you are advertising for. If they have not offended in over two years, they are no more likely to commit another crime than someone who has never offended before.
Embracing new recruitment techniques by looking to the wider workforce can be a great way for you to fill positions in your business. Do not be afraid to hire an employee with a disability, long term illness, or previous criminal conviction, as they are typically some of the most loyal members of staff you will ever recruit.