For our latest Silver and Gold Membership+ CEO Peer Network we were delighted to welcome Sue Ormerod, Regional Director at Nigel Wright Group, to hear her insights on navigating the current recruitment market.
Member Services Manager, Laura Elliot’s blog has some key takeaways.
Recruitment in the North East VCSE sector is tricky right now as organisations navigate a rapidly changing recruitment landscape, alongside funding challenges and increases to both National Insurance Contributions and the National Minimum Wage. Despite these challenges, working within our sector can be hugely rewarding and it’s important we attract and keep the best talent.
Recruitment
Think about where and how you share your role. In a digital world, candidates are bombarded with lots of information from multiple sources. Sharing your job advert in the right place can be key to successful recruitment. Once you’ve advertised, think about your networks:
Could they share your role to reach the right people? Do they know anyone who would be a good fit? Do they have other networks they could share it in?
Your organisation’s brand is key in attracting good people. When people apply to work in the charity and voluntary sector, they often want to know if your values align with theirs, and they’ll find that out by looking at your brand. So, think about the following and whether the answers are clear across your digital platforms and in your candidate pack:
What is your purpose? What difference does your organisation make? What makes your organisation unique? Is your messaging consistent?
Culture is important to candidates. Why do people love working for you? Vision and aims can get people to talking to you, but why would they join and stay? Make sure candidates understand your working culture through information provided in your candidate pack, and during the recruitment process.
Once you’ve advertised, act quickly. This part of the recruitment cycle has changed. Candidates expect quick responses and won’t hang around for long interview timelines.
Think about the impression you create with candidates. You want the best people, and you want them to be impressed with your organisation even if they’re not successful. What will their recruitment experience be? Candidates share bad experiences, so make all candidates, even the unsuccessful ones your advocates.
Once you’ve found your person, start your relationship with them. This period in the recruitment cycle is the riskiest. Candidates may have other offers or change their mind about yours. What can you do to manage your relationship between making an offer and their first day? Can you give them a buddy? Can you introduce them to your networks? Offer quickly and keep in touch during their notice period.
Retention
Good people don’t stay long unless you help them to. Money is rarely the only reason people move jobs. If people feel seen, understood and as though they belong, they’ll stay longer.
And finally, don't forget, you are always scouting for talent. Great people are always great. When you find those people, nurture the relationships and bring them into your networks. You never know when they might join your team.
Further information
Need to find your next team member? Advertise with Job Finder to share your role with our network of thousands of great candidates.
Want to join our Silver and Gold Membership+ Peer Network? The network is open to CEOs of all Silver and Gold members. If you haven’t seen your invites, contact membership@vonne.org.uk and we’ll make sure you’re on the list.
Find out more about Nigel Wright Group's services and follow them on their website.