Does your company have a retention problem?
Why is this a problem?
You go to the time and effort to design a job spec, to locate candidates, to interview them, assess them and put together an offer… and then they say no! It’s one of the most frustrating things that can happen in work. It usually means one of two things, accepting second best, which is never comfortable, or starting over, the impact of which in time and lost work can be colossal. Given that you’ve already gone through the entire recruitment process, to lose the ideal candidate at the final stage is economically and emotionally the worst possible point that it can happen. So why does it happen, and most importantly what can you do about it?
In today’s fast paced society, our time is valuable. Which is why we’re not surprised by large companies being advocates for the automated video interview. For an automated interview, a candidate logs onto a portal and is given a series of questions to answer. They’re given a practise round and then a set time to answer each question. We saw on our LinkedIn network, a candidate had a video interview and lost his words, he panicked so much that he just didn’t move until the time was up. That way, the company would have thought the system had frozen. You have to hand it to him for his quick thinking!
Recruitment can be an issue for many businesses. The truth is, it’s more than just bringing talent into the business.
First of all, let’s address the prevailing line of thought that attrition is bad. Not all attrition is a bad thing. If people aren’t able to do the job, are finding the job too much or are acting as a negative and disruptive influence, then having them leave can be a good thing.
Following on from our recent blog about the healthcare recruitment crisis, it’s clear that not only is there a shortfall in supply, there’s also a shortfall in funding. While we don’t have a magic bullet to increase funding, we can offer some solace in one area, which is getting the cost of acquiring talent down within healthcare recruitment.
This week’s Panorama investigation on the Care sector focussed primarily on auxiliary care, but lessons can be learned and applied across the healthcare sector generally.
When it comes to healthcare professionals, we all know there’s a shortfall in supply versus demand, and this was highlighted in a BBC News report from 23rd March 2017.
Getting the best out of LinkedIn is a mystery to many. It’s generally viewed as something to focus on when you start looking for a new job, and most people only put the most basic of details on their profile and then forget about it.
Quarsh was born out of innovation and that's one of the reasons I decided to join the business. We don't offer cookie-cutter solutions to our clients, instead we work with them to ensure everything we do, works for them. Whether this is recruiting a particular set of vacancies that are proving problematic, reviewing their HR team, executive search, process redesign, social media management or auditing.
Talent pipelining or talent warehousing are phrases that are commonly used by people in recruitment and HR. That's because it’s impossible to plan for the future without knowing whether the talent you need is actually out there.