3 key solutions to attracting and retaining the best

Since the start of the pandemic, the recruitment landscape has certainly faced its challenges. As a result, we are having more and more conversations about the best ways to attract and retain the best talent in the market post-covid. Many hiring managers are anticipating a surge in activity across the job market in the coming months – figures at deverellsmith are already supporting this positive bounce back – it is more crucial than ever that your business is doing all you can to create a strong team within your finance function. Here are some of the key ways you can achieve this:

Interview process: Remember it is a two-way process

It is already clear that there is a very active pool of candidates currently available in the market. Unfortunately, from our experience and speaking to clients, that pool actually makes sourcing the best talent ever more difficult.

That is why, when you meet with candidates and you feel as though they could be an asset, you must do all you can to convince them that you are the right business for them. Sell yourselves as much as the candidate is on their side. Candidates in this market are almost always going to have choices, make sure you are top of their list.

USP is everything: Distinguish yourself from the competition

We always hear from clients that they are ‘different’ from the competition, that they are an ‘innovative’ and ‘forward-thinking’ business with a ‘great culture’. Although these are all great attributes to have, it is important to demonstrate examples of what stands you apart from the competition.

If the candidate had the choice between a role with you and your biggest direct competitor in the market, why should they choose you?

Be clear and concise when advertising a role

When it comes to recruitment strategy, often people fall into the trap of thinking if they flood the market and engage multiple agencies to recruit for a position, they are bound to find the right person quicker. In this market, it actually is likely to be slower.

I would strongly recommend finding a recruitment partner who takes the time to understand you and your team. Have a mutual commitment to find the right person in an agreed timeframe for you. That way you will find more time invested in sourcing the best candidates in the market, not just those most actively looking.

If you would like to have a conversation to get to know a little bit more about how myself or deverellsmith could help you in the future or perhaps you just want to know a bit more about activity in the current market? Get in touch and I would be happy to arrange a call to introduce myself and discuss any potential future requirements you might have.