Recruiting the Right Talent

Recruiting new employees is tough just now so be different! For example, some employers are now offering “Wellbeing leave” in addition to the usual holiday package. If you want to recruit more, you have to get serious about the process and be on it 24/7, 365!

There are several actions you can take to make your business attractive to new staff. In addition to reviewing your pay and conditions to be as competitive as possible, these include:

  • Tasking recruitment as a permanent process. 
  • Regularly asking existing staff, customers, and suppliers for introductions.
  • Offering incentives for referrals.
  • Make sure you are running constant online social media and local advertisements.
  • Embracing flexibility in hours and location in your business.
  • Introducing a “Golden Hello” and loyalty bonusses for length of service (typically one to three years);
  • Advertising testimonials from existing staff.
  • Using government initiatives for apprentices (if available in your area).
  • Make your company and the job sound as attractive as possible by outlining the position to sound prestigious and challenging. These two factors are big incentives for bright potential candidates.
  • Knowing that job satisfaction comes from feeling respected and having the opportunity to learn new things and excel in the face of obstacles when advertising the role; and
  • Convey your business’s personality so potential employees get a feel for what it would be like to work for you.

Useful guidance on the procedures for recruitment can be seen in the ACAS guide “Recruiting staff” which can be seen here: Recruiting staff (

Recruitment Consultants

There is also the opportunity to use a recruitment consultant who will source the ideal candidates, they may give them an interview themselves before recommending them to yourself where you can interview them yourself, so you have taken the diligent steps to get the right person.


You could also have a page on your website dedicated to this so you are showing then what the company does, what it is on a journey to achieve and how they can play a part in this.

Thery could upload their CV via the website and then you can review this and if they fit what you need you can start the interview process which can be done online or face to face.

You could even hold the first one online and if any more interviews are needed then this can be done face to face as you can then get a feel for the candidate tell by body language.

Don’t just accept the first person that comes along as you will need to devote time and resources to:

  • Give them an induction day.
  • Train them the way you want them to go about their duties as not all companies do it the same way.
  • Ongoing training to keep them up to date with industry changes and may involve attending external training run by your institute.

Temporary Measure

One option would be to use temporary staff via a recruitment company until you find the right person as if they don’t meet the expectations, they can be replaced by someone else via the recruitment company.

This could be outsourced, depending on your industry as there are many companies that specialise in this and guarantee turnaround time. If you are outsourcing this it could be some time consuming as it sometime is like taking on a new team member.

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