How to create a great recruitment strategy

2 mins read
Great Recruitment Strategy

almost 2 years ago

​Getting your recruitment strategy right is key to hitting your business goals. Here are some expert tips to help you set up your company for success – and the shortcuts to keep you ahead of your competition.

​What is a recruitment strategy?

A recruitment strategy is a clear plan that explains what roles you’ll recruit for, when, why and how. It should be tied to your overall company objectives.

Your strategy must be possible to implement and easy to communicate. While you can tweak your tactics, the strategy must always be clear.

The core aspects of a great recruitment strategy

Growth Plans

  • In order to scale up your workforce, you’ll need to hire – which takes time and resources.

  • Create a measure to help you identify which areas of your business will benefit most from increased headcount.

  • This could focus on return on investment or opportunities lost.

Shortcut: Unsure how many new employees you’ll need? A recruitment agency will give you access to temporary staff and contractors to help you expand quickly and risk free.

Employer Brand

  • Make sure your employer brand and message are attractive to your target audience, particularly over social media. A well-known brand is a big selling point to talented job hunters.

  • Be open and transparent about the company’s working culture to ensure you attract candidates that will match your business.

Shortcut: If your brand isn’t well known, a recruitment agency can contact candidates directly and spend time promoting your employer messages.

Skills Audit

  • Use your company objectives to identify developing areas of the business, then decide on the skills you will need to succeed.

  • Your recruitment strategy should include ways to find and bring new skills into the company.

  • Employers often focus on advanced digital and technical skills, but you should also consider bringing in candidates with different experiences.

Shortcut: When interviewing for a role you’ve never done yourself, your recruitment consultant can offer interview tips and support to build your confidence.

"You can tweak your tactics, but your end goals must be clear."

Flexibility

  • If your company needs to adapt quickly to an unpredictable market then hiring permanent staff may not be the right option.

  • Your strategy should include a plan for temporary staff and contractors to cover projects that are likely to change at short notice.

Shortcut: Unless you already have an advanced payroll function, it makes sense to ask your recruitment agency to manage payroll for your temporary workforce. They look after tax, holiday pay and even pension contributions – saving you a lot of hassle.

When to review your recruitment strategy

You should always be thinking about how you differentiate your company from your competitors, and how you can be a more attractive prospect for potential candidates.

Pay close attention to all aspects of the recruitment process, and make tactical tweaks throughout the year when necessary – while holding firm to your recruitment strategy.

You should review your overall recruitment strategy annually to make sure it ties in with your wider business objectives. It’s important that everyone in the company understands your goals – so be clear and concise about what success looks like and how you will get there.

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The biotech boom: considerations for sustained sector growth
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The biotech boom: considerations for sustained sector growth

​In recent years, the World has witnessed a remarkable resurgence in the biotech sector.

This surge is reshaping the landscape of life sciences – growing from USD 366.7 billion in 2022 to USD 412.2 billion in 2023. Recent developments in biotech innovation address some of the world’s most pressing challenges, from human health to environmental degradation, to food security.

Biotech growth in the world

Scientists are making great leaps in gene-editing technology – heralding a new era of possibilities in enhancing cell research and, ultimately, curing infectious diseases.

One exciting venture is the Synthetic Yeast Genome Project, the creation of synthetic versions of all the organism’s chromosomes. This breakthrough has paved the way for designer yeasts with metabolic pathways tailored to make biofuels from diverse materials.

This example shows the sector has come a long way – creating a strong foothold for innovation. There will always be challenges. These challenges include the need for strong financial support, top research institutions, a thriving startup environment, and skilled scientists and researchers.

Biotech companies in Cambridge, Oxford, and London are using advanced technology to solve important scientific problems, leading to new job opportunities.

Developing a highly skilled industry

Let’s look at two key job roles needed to continue the sector’s growth.

Molecular biologists, especially those with expertise in cell line engineering, are crucial for the development of robust and reliable cell models that are essential for drug discovery, therapeutic protein production, and understanding complex biological processes. Their ability to manipulate and optimize cell lines can significantly accelerate research and development timelines.

Specialist bioinformaticians play a pivotal role in managing and interpreting the vast amounts of data generated by modern biotechnological processes. Their skills in data analysis, algorithm development, and computational biology are indispensable for translating raw data into meaningful insights, thus driving innovation and progress in the field.

Together, these experts contribute to the cutting-edge advancements that define the biotech industry and are needed to keep businesses on an upward trajectory.

Gene-editing leading the way

At the forefront of this biotech revolution is gene-editing technology, which holds immense promise in curing infections and revolutionizing cell research. Nobel prize-winning CRISPR tech, in particular, has emerged as a powerful tool for precisely modifying genes, offering unprecedented opportunities to address genetic diseases and develop new theories around treatment.

Gene editing’s impact on infection treatment is profound. It offers the potential to drive out persistent viral infections like the aforementioned HIV, presenting new options in the fight to find cures. Its role in combating the Covid-19 pandemic also highlights the versatility and promise of gene-editing as an antiviral modality.

By precisely targeting and disabling viral genes, researchers are paving the way for advanced treatments that could render once-deadly infections manageable or even curable.

The power of investment

While the potential of gene-editing technology and other biotech innovations is undeniable, the discussion will once again turn to investment to keep advancing research. As the boundaries of scientific innovation are pushed, extensive life sciences funding can drive several positive outcomes, including:

  • Research and development: increased investment enables biotech companies to accelerate their research and development efforts. Scientists can explore novel therapies, diagnostics, and technologies that address critical health and environmental challenges.

  • Clinical trials: funding supports clinical trials, allowing promising treatments to advance from the lab to real-world applications. These trials are essential for validating safety and effectiveness.

  • Job creation: a thriving biotech sector creates jobs across various disciplines, including research, manufacturing, engineering, and product development. Employment opportunities contribute to economic stability.

It’s worth noting that once investment is secured, there needs to be substantial collaboration between academics, industry leaders, and personnel at regulatory bodies to help steer towards scientific breakthroughs, economic prosperity, and global influence.

Looking ahead

Harnessing the collective expertise and skill of the biotech community could lead to an opportunity to redefine cell research and provide universal access to life-saving treatments. This means that policymakers hoping to boost the biotech industry need to listen to the wants and needs of the sector, including the importance of R&D tax credits for research-intensive startups, the ongoing availability of patient capital, and the need for funding and facilities that can be scaled up when necessary.

Looking for your next hire or considering your next career move in the scientific space? Contact our specialist consultants today.

Promoting career development benefits the hospitality and leisure sector and your company
4 mins read

Promoting career development benefits the hospitality and leisure sector and your company

​Opportunities to upskill and progress exist in every sector – most people don’t realize that hospitality and leisure are no different. Understanding how to upskill your staff and allow them to develop is the key to finding professionals to fill senior roles and create a pipeline of experienced candidates in your business.

Hospitality and leisure are an industry that allows you to work anywhere in the world. Many people have experience in the hospitality sector, yet don’t realize they are on the first rung of a career ladder which could take them all over the world.  Providing your employees with the tools to develop will only add value to your workforce and, in turn, your business. Any investment this costs you will be rewarded in the long run, as talented professionals will want to work for you and will be loyal to your business.

Hire adaptable workers with the right potential

Thinking about how you can develop a candidate before you even hire them will enable you to find employees who can adapt well to any hospitality role. Technical skills are easier to teach, but soft skills are fundamental. The key skills for success in hospitality and leisure are being good with people and the ability to handle stress.

Candidates with hobbies like traveling could also have the potential to go far in the industry. That’s because these individuals often have the drive to get ahead and like to work flexibly.

Qualifications and experience aren’t always the most essential things when you first hire someone. As long as someone has the right potential and drive, they can accrue this over time and you can start developing them into the perfect employee. 

Encourage and support the development of your employees

Fewer people are entering courses related to practical skills needed in the industry. It would benefit you to encourage your staff to take part in relevant courses to their role, to show them the benefits of a long-term career in hospitality.

Technical skills needed in the industry can progress through being a good leader and guiding your employees every step of the way. Trusting people with more responsibility can give them the confidence to aim for a more senior position or improve productivity in their current role.

Opportunities – give your staff a chance to utilize their skills and reach their full potential.  

Experiencing a variety of tasks will allow them to understand which way their career could progress. For example, one of your reception employees might dream of being a chef and want to gain some experience in the kitchen. Allowing some time for this opportunity can create a loyal and multi-skilled professional. You could even find you have yourself an employee who can work across a variety of roles. These workers would be your biggest asset.

Alternatively, your kitchen staff might want an opportunity to improve their social skills – this could be achieved by letting them do some shifts, working directly with customers or guests. Professionals in the hospitality and leisure sector should have these skills, especially when aiming for senior positions.  Having experienced staff who understand all operational aspects will improve the way the whole team works, boosting your level of customer service.

Education – companies who can afford to invest in their employees’ careers and support them are more likely to attract the best candidates. They will also see a great return on that investment. Providing opportunities for them to join courses to upskill or gain some extra industry insights can create grateful employees and a good reputation for your business. 

Language courses can also be handy, for both personal and professional development in hospitality and leisure. In certain areas of the industry, especially working in a hotel, your customers and guests are likely to come from all over the world. Language skills aren’t essential to the business, but they can be valuable, and a good way to encourage your employees to be more personable with guests. Better communication will create better guest experiences.

Helping your employees with their education doesn’t just mean buying them a training course. It could mean providing flexible working hours to fit their course schedule, or even just some positive reinforcement while they study. 

Professionals looking for work in hospitality will flock to your company if you earn a reputation for encouraging a growth mindset and personal development. The key is asking your staff what they would like to improve about themselves and supporting them. You will not only boost your business but improve skills across the entire hospitality and leisure industry.

​Are you looking for a hospitality and leisure professional, or your next career opportunity? Get in touch with us now.

Transformative talent: how career changers can enrich organisations at any age
3 mins read

Transformative talent: how career changers can enrich organisations at any age

​Career changes can help reignite passion for work and are a courageous step at any stage of life. Whatever rung of the corporate ladder an individual has reached, daring to push beyond their comfort zone into a new industry or type of role should be viewed positively by employers. Many workers are looking to fulfil ambitions their original career path couldn’t offer, and after years of experience in a particular sector may be ready to sidestep into something new.

One of the key advantages career changers bring to the table is a wealth of experience gained from diverse industries. Unlike individuals who have followed a linear career trajectory, those who transition between professions bring a multifaceted perspective that can prove invaluable in problem solving, decision-making, and innovation. Their skills and knowledge, acquired over time, can help shape how a team works and even contribute to organisational culture. For example, ex-forces personnel can strengthen communication, discipline, teamwork and leadership in business. 

Here are some other common attributes of those who change their career: 

Resilience

Career changers inherently possess the often-overlooked skills of resilience and adaptability. Navigating the complexities of change, be it industry shifts, new technologies, or different organisational cultures, is second nature to those who have successfully made a career transition.  

This adaptability enhances personal growth and helps employers who rely on teams rolling with operational changes. Resilience under pressure can ultimately save an organisation – whether through an understanding of the nuances of crisis communications or in making board-level decisions.  

Diversity of thought

Career changers, with their varied backgrounds and experiences, inject fresh ideas and approaches to the workplace. This diversity of thought can widen the outlook of a team, influencing new business partnerships, ways of working, as well as cultivating innovation.  

Diversity and inclusion are fundamental to business practice, but many leaders in today’s tech-oriented workplaces are relying on the generation most immersed in digital tools and practices to run the show, discounting those with other capabilities and aptitudes.  

Soft skills

Transferable skills learned across different sectors/industries can be highly beneficial in business, but soft skills are invaluable. Our recent research highlights a new focus among employers to prioritise soft skills over experience in the wake of candidate shortages– good news for career changers who have had years to hone expertise in negotiation, influencing and problem solving. 

Organisations should take steps to challenge age-related stereotypes and welcome those seeking new career journeys. Aside from strength of character, their experience may cover everything from public speaking, networking, customer service to management skills.  

How to attract career changers to your organisation

While the benefits of career changers are evident, it is essential to address the prevalent issue of age bias in the hiring process. The majority of career changers will be people with many years of experience behind them – making their perceived ‘fit’ into a team of younger people a potential issue for millennial leaders/hiring managers. 

A more relaxed approach to role requirements in job adverts can capture the interest of a wider range of people – after all, technical skills can be quickly learned but emotional intelligence, the confidence to experiment, and strategic thinking are harder assets to find.  

Promote stories of career changers who’ve made a difference to your organisation – add case studies and videos to your careers site of employees who found their way into their dream role from other industries. Invite them to become employee ambassadors, attending industry and careers events to help with recruitment. 

Most professionals looking for a different challenge are set on doing meaningful work, rather than trying to climb the corporate ladder or embellish their CVs. Someone who shows genuine passion for an industry or role, regardless of experience, could be your best hire this year. 

Looking to hire experienced professionals for your team? Our experts recruit across 20 sectors and are ready to help you find your next perfect hire. Contact one of our specialist consultants today.