Why we should all be constantly looking for talent – and how to find it – Sally Prescott

By devadmin

Have you seen the articles this week about the fall in EU workers coming to the UK? I’m sure I’m not the only one who’s concerned about the impact this is having on employers trying to recruit and the pressures this puts on current resources. CIPD figures show the health and hospitality industries in particular are suffering from a real labour shortage. A second article in The Caterertells us the number of people employed by the UK hospitality industry has fallen year-on-year (by no less than 18,000!) for the first time since 2009.

The talent pool is shrinking

Finding the right people to join your team when you need them can be tricky for so many organisations. The task is made even more difficult by the shortage of talent available in our labour market. So what can employers do to make their organisation attractive to new recruits, and where should managers be looking to find that talent?

Build a magnetic and appealing organisation 

When you work for a fantastic organisation where every day is different and interesting and your employer values the work that you do, going to work is no hardship. People who work for great organisations generally love what they do and want to stick around. Even better, they’ll go home and tell their friends and family all about how great you are.

By building a reputation as an amazing place to work, where people love what they do and are valued for doing it, you become an attractive prospective employer. To take it one step further, share with the world what talents you value within your business. Engage with your people, make sure you’re using every ounce of talent and potential available in your team and reward the talent you have. You’ll soon notice the benefits to your bottom line.

How to find talent for your team  

So you’ve maximised the potential in your team and built a reputation as a great place to work. What happens if you still have roles to fill?

Your starting point should be a simple talent database. As you go about your work, keep an eye out for people you’d like to work with, who demonstrate the right skills, behaviours and values that could easily slot into your team. Even if you don’t have a current vacancy, your talent database will help you to identify the right person for the role when you do.

Encourage people to apply even when there are no current vacancies. We all know there will be vacancies sooner or later, plus you can add their details to your talent database!

Ask your team to help you find suitable talent

Encourage your team to talk to friends and family about the roles available and to share what it’s like to work there. You might consider introducing a reward scheme for employees who successfully recommend a friend.

Capture talent at a young age

It’s not all about social media. Make the effort to visit schools, colleges and universities and tell teachers and students all about your organisation, what you can offer and what opportunities you have available. Take a stand at careers fairs and exhibitions. Chat to potential recruits in person. Try a freebie giveaway or competition to get them involved and thinking about your organisation.

Involve your team

If you have a vacancy that’s proving difficult to fill, why not ask your current team for their input. You might find there are people who would like to be considered for flexible working such as job shares or part-time roles and trust that you will find other people who would love flexible working too. Listen to their ideas – they might just come up with a plan you hadn’t considered. I find that when people love what they do, they will go out of their way to help.