The 10 things Employers HAVE to understand about recruiting staff

As an employer, you don't want to be reading this list, but you HAVE TO READ IT!! It is what the recruitment market is like currently, and if you don't take these points on board then you will have bigger problems that you think, when it comes to recruiting your own staff!! Reality hurts sometimes, and for some companies, who stick their heads in the sand it will end up being very painful indeed!! So, here are my 10 things that employers have to understand about the recruitment market place:

• Candidates receive multiple offers. You must understand what your prospective candidates are really looking for and sell your company and your opportunity accordingly. Candidates will have more than your offer to choose from, make it count.
• Nearly all candidates will receive a counter-offer from their current employer. Be aware and offer a good package or you simply won't get that second chance!
• Past employers return like sharks. They wait for you new employee to have been there 1-2 months and return with another counter offer and a 'is it really what they told you?' approach.
• Recruitment agencies are also sniffing for blood. A fact of employment life is that your good staff WILL be getting calls from recruiters, looking to prise them from your company. Ignore this fact at your peril.

• Candidates are no longer loyal. If they don't like it they WILL find another job, so make sure you talk to them regularly to highlight any potential issues.
• One in five. Candidate attrition is currently running at just over 18% on average (and in many service industries it is even higher). This means YOU WILL loose one in five of your workforce this year. You need to have a recruitment strategy in place to maintain your workforce.
• A career site has become essential. Without a way of promoting your jobs, your workplace and your people, you will be left behind when it comes to good candidates.
• No selling, no new staff. Interviews are as much of a promotion as they are Q&A session. Don't assume that candidates want to work for you, they will need selling to to convince them.
• Regular communication is needed. Maintain very regular contact with interested candidates either via a blog or newsletters or by email or even by the 'old fashioned' telephone.
• Talent pool. Create your own and make sure you have it continually stocked. Don't let it run dry!

This is my current 'top ten', but of course if I have missed any other things employers need to know, please let me know.