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Pressure on organisations to adapt recruitment policies in race for top talent, says leading specialist firm

Pressure on organisations to adapt recruitment policies in race for top talent, says leading specialist firm

Companies in the East Midlands are being urged to re-think and adapt interview processes if they are to attract high calibre candidates in a post-lockdown environment, according to recruitment specialists, SF Recruitment.

The pandemic has changed prospective employees’ priorities, with more candidates focused on the need for coherent and consistent flexible working policies. However, with details starting to be outlined for England and Scotland to come out of lockdown, the need to demonstrate these policies is even greater as companies start to prepare for the future.

The Midlands-based firm says that current trends indicate that the working environment has overtaken salary and career progression in many cases, meaning employers should re-think their interview processes.  It follows a report published by Buffer and AngelList in February, which suggested that 98% of 3,500 remote workers would like at least some time working remotely for the rest of their career. In the same survey, 97% would recommend remote work to others. As such, businesses must ensure they can show flexible working policies, with allowances for more remote workers essential.

Mike Lattimer, Regional Director at SF Recruitment, explains:

“The stakes have never been higher in the race to secure the best talent and, as such, the recruitment world has seen one if its biggest shifts in recent memory. Organisations should be prepared to discuss current market trends, like Brexit and Covid-19, as well as how they have adapted as a business over the last 12 months.

“In addition to market trends, organisations should ensure they assess how the candidate motivates themselves and others while working remotely. Close relationships between team members have never been more important and this will determine how motivated they are in new environments. Employers may also want to see how the candidate will manage work-life balance without the separation of being in an office, to help promote positive business practices.”

Staff are also demonstrating more loyalty to their current employers if they have supported and retained them through the pandemic, as well as candidates being more direct throughout the interview. As a result, interview procedures and the questions themselves must be updated as an urgent priority.

Mike continues:

“Preparation is essential and taking the time to identify key criteria will ensure questions are appropriately considered. In the first instance, organisations should identify the ideal skillset, knowledge and experience and then classify those that are critical and those that are desirable for the position.

“There is no doubting that the role of the interview has changed, and organisations must be ready to adapt their recruitment focuses. The easing of lockdown in recent days arguably increases the pressure to get this right, as companies try to ensure they are able to attract the best talent for the future.

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