Engaged workplaces that are inclusive are a clear way for UK businesses to be internationally competitive. A key determiner in whether a firm continues to thrive or stagnates is the extent to which the firm is able to tap into the talents of its own workforce.
Having a diverse and inclusive workforce is more than just something that would be nice to have in an ideal world. It's also far more important than merely being compliant with equality and discrimination mandates. Diversity and inclusion is a vital ingredient of business success.
Being able to respond to sudden and unexpected changes in demand is crucial. It's also important that organisations are able to cope with any change in the types of skills that are required. Increasingly, it is being seen that in order to maintain a workforce that remains competitive, the number of contingent workers needs to rise. Robust strategies are necessary to be able to meet such challenges. If risks and costs are to be kept down and an agile workforce created and maintained, an obvious solution is outsourcing.
Data shows that the number of vacancies continues to rise. At the same time, the number of candidates continues to fall. Throw into the mix the reports that the global talent shortage is now at its highest in a decade, and what you have there is three vital reasons why HR teams need to up their game and get the best possible results from their hiring processes. It's never been more important to get the absolute most from your talent acquisition strategy.
Much has been made of the differences between millennials and previous generations of workers. The world has changed, society has changed and people have changed. Millennials want different things, so it is important to consider how businesses can do things differently so that they can attract the very best millennial talent to their organisations.
If you are recruiting for the tech industry but you lack tech know-how yourself, it can be a daunting prospect. The tech world is awash with jargon and it can be a real challenge to get to grips with what such jargon actually means. Of course, if you don't do this then it is difficult to understand what a specific role actually entails - and that is bound to make recruiting successfully for it quite difficult.
With all the technology that is now available at a recruiter's fingertips, it's probably never been easier to source potential candidates. However, with that comes a fairly major caveat. Because there are so many ways to source, it's easy for a candidate search to become pretty unstructured and disorganised. And, although it is fine to search using a variety of sources, it needs to all come together as part of a coherent strategy for it to be effective.