Don't forget the clocks are changing soon…..are you ready for change?

Clocks aside; thought it would be good to think about the managing change recruitment. Firefighting, plate spinning....whatever you want to call it. It’s at this time of year when businesses inevitably start to think about next years hiring numbers or even decide to change their hiring targets.  Whether it’s an increase, decrease or reshuffle are you prepared?

We're off to Italy and Germany over the coming months to find those elusive graduate engineers wanting to work in engineering.  Many of you are considering how to best target those unique candidates that have an IT and business knowledge combined which can be rare and highly sought after. Have you been able to find them?

In times of change your recruitment plan must be robust enough to flex.  

Do you need to do more advertising, more interviews etc. Or is it the opposite and you need to stop doing this which then gives you extra time to do next seasons planning.  Time to take stock and plan for 2014.

If we are to be effective recruiters and be able to change with business needs then we should quickly adapt to these new requirements.  Have you already got contingency plans in place, can you go out to the employees in your firm for referrals and are you utilizing your alumni networks to to extend your search.

If the unthinkable happens and we find ourselves in the triple dip recession (as the ONS has today alluded to), then focus perhaps needs to shift to the implications of these changes in the short and long term.  Your planning for the next season could be impacted by this so ideally you don’t want to be still filling this years roles whilst recruiting for the next.  Ongoing recruiting and staggered start dates can impact your recruiting and your business continuity so it’s best to fill those roles now. 

Often attention is given to the tightening of purse strings, but it is important to maintain the strength of your brand in the student space.  

We have found that using our relationships on campus, i.e. through brand ambassadors, and leveraging off them may help target strong candidates who have focused on completing their studies before focusing on their search for a graduate role. 

Also, at a time when you may be feeling the pressure to fill positions quickly it is really important to build your relationships with those targeted candidates to support them through your recruitment process, so that you are providing a high quality of candidate management and getting the right people for the roles.  Definitely looking  or quality and not quantity of applications so you could look at going directly to lecturers and   departments on campus and doing follow up calls to those who have attended your careers fairs and events to remind them of the positions available. 

Are you ready for that early wake-up call?

Strategically you can look at pre-empting such changes and moving swiftly to encompass these.

With Easter upon us students are concentrating on their studies so expect to be creative in how you look at your processes.  If you now have a need to increase hiring in more specialist areas you will need tap into societies and departments and look at directly targeting certain areas. 

If you need any extra assistance then our Brightest Minds team are on hand to help.

With spring in the air this is a time for fresh ideas and adjusting to the new season’s challenges so good luck and Happy Easter!