The latest news and advice from our recruitment experts.
Every New Year sees a spike in the numbers of people seeking a new job but January 2016 looks set to be a bigger month than usual for the annual jobs churn.
The classic reason for the high rotation of employees at the start of the year is their resolutions and desires for “a fresh start” as they fill in the first few days of a new calendar.
But a series of New Zealand surveys at the tail end of 2015 show that the first few months of 2016 might provide a pretty heavy workload for HR departments, recruitment staff and small business owners needing to fill the vacancies left by those looking to move on.
A survey in November focused on the result that 66% of Kiwi employees want to stay five or more years with a company but also revealed 11% of us like to change jobs every year or two – that’s potentially having to replace more than a tenth of your workforce.
Another November survey broke down the job sectors to show that 39% of those in accounting and finance; 25% of those in Human Resources; 46% of those in IT; 38% of those in sales and marketing; and 35% in secretarial and business support roles were looking to move jobs in the next six months.
And, according to a study of the workforces in Hong Kong, Malaysia, Singapore and New Zealand, the picture is getting worse with 57% of professionals in marketing, digital and creative looking to leave their current job early in 2016 (up from 42% last year).
So, if the job churn is inevitable, what can companies do to work their way through it? The secret, surely, is in recruitment planning, so here’s our five-point guide to a successful New Year’s recruitment strategy:
1. Use churn as a strategic opportunity: Just because you need to fill job vacancies quickly, doesn’t mean you have to replace like with like or opt for the first available applicant. Ensuring you have a cohesive business plan which spells out milestones, growth, new markets and overall budget means that you can a) get a handle on the types of skills which you might need to bring on board to help accomplish your plan, and b) understand how to configure the company strategically to reach your objectives. Having a period of change in a company can be revitalising – especially in a technologically advancing world and in the harsh economic climate New Zealand has been going through, but it can also be an opportunity to find the ideal job descriptions and candidates to suit your recruitment process.
2. Update hiring process: Just as employees are looking for fresh starts, so HR departments and those in charge of recruitment for SMEs can use the natural calendar break to stand back and look at their own processes. For companies which are growing, it may be that your current hiring strategy needs upgrading to suit your staff numbers; for those who are still working on spreadsheets in small businesses, you might look to invest in recruitment software; and for those companies who have ingrained methods for recruitment, it might be useful to investigate applicant tracking software. All businesses would do well to assess whether they are using the right media to attract potential employees – especially in the rapidly changing media landscape. Small businesses especially don’t end to have streamlined processes because recruitment isn’t top of the day-to-day agenda, but compiling solid and attractive job descriptions, planning interview questions and creating short-list criteria will help save time and money in the long-term.
3. Get with the trends: Every year, there are technological advances which can help boost your chances of attracting the right candidates to your company. 2016 looks like being the year in which video takes off in the recruitment industry with online videos already accounting for more than half of mobile traffic and 64% of all internet traffic – quite simply, if you’re looking to create an eye-catching job advert then you’ll need to add moving pictures. The scope of how video can work ranges from links to company-commissioned employees’ videos to individualised videos for high-value applicants.
4. Develop and centralise on-boarding process: The major focus in our part of the world when it comes to recruitment is employee retention and a lot of that will come down to not just choosing the right candidate but also in how they are treated when they come on board. This process is not just an exercise in paperwork, it needs to include orientation, training and a raft of experiences to help a new employee feel at home in their new position. Organising and streamlining this process so that those involved in the training know what’s expected of them and all the orientation meetings are set up and ready to go when the new employee arrives is a mark of a professional organisation and can be integrated with QJumpers applicant tracking software.
5. Aim high with a comprehensive candidate-centred recruitment strategy: The best candidates will come from a mix of hitting the right media, creating an employee referral program, knowing exactly what your teams or business need from a new co-worker, and by treating candidates with a transparent and informative process. Your applicant tracking system should keep candidates informed of the process at all times, help generate reports so you understand how your process is performing, and also get feedback from those using the system. A mixture of these best-practice themes will allow your company to correct anything which isn’t working, identify roadblocks in your hiring process, and develop a well-regarded employment brand.
If you want to know how your company can use QJumpers applicant tracking software and recruitment skills to adapt and improve your recruitment strategy, LiveChat with us via the website, email us at firstname.lastname@example.org or call us on 0800 758673.
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