The Aftermath For Recruitment; How COVID has affected UK businesses

In light of the last 18+ months, every business globally has been affected by COVID and, here in the UK, Brexit.

Recruitment was negatively affected when the sudden shift had to be made, and businesses started working remotely, but now perhaps things are on the rise again?

What are the biggest recruitment challenges for companies?

Over the summer of 2021, the UK had over 1 million job vacancies, which was 35% higher than the first quarter of 2020.

Why is this the case?

Because suddenly, we live in a candidate-based world. Candidates now have more choice about their job roles and compared to how the world was 12 months ago, people aren't scrambling for offers. The pressure has now been placed back on businesses, and the recruitment teams within them.

When you combine this with Brexit, and the lowering numbers of international civilians within the UK, many businesses are finding themselves at a loss for potential employees. When a recruitment team advertises a role, and they throw the fishing hook out, they are finding fewer people biting at it, as there are fewer people coming to the market.

This is mainly due to COVID.

How has COVID-19 affected the job market?

When the virus initially broke out, and everything came to a standstill, there was mass hysteria. We were told by our Prime Minister, Boris Johnson, to stay at home and work remotely where possible. This was a foreign concept to many.

Initially, some companies couldn't cope and had to momentarily stop all forms of production, putting fears into their employee's hearts, as they had work uncertainty. However, as we look at a world where restrictions are lifting and COVID is becoming commonplace, we see a very different situation.

Companies and businesses that have been able to adapt have begun to succeed in this new world, working remotely, and now even recruiting remotely. In March 2020, recruitment became a thing of fear and uncertainty. It was a challenge, and everyone had to move to virtual interviews, which terrified many. Now, most people have adapted and are accustomed to having a virtual interview. Remote working has become commonplace for some companies, and they are choosing to stay this way for some of their internal teams.

Recruitment teams are finding it easier every day, especially when they're given guidance. Making the interview process as sleek for both sides is important, as it gives off a good image for your business. Where you would originally have to conduct interviews in person and perhaps deal with one being late, you can now do it from home. This means that candidates can have the flexibility of having an interview around work schedules, online from home, during their lunch breaks, or work around other obstacles like taking their kids to school, and not missing out on that opportunity altogether.

How is this impact on recruitment affecting business growth?

Of course, there's going to be issues with business growth, especially if these positions aren't being filled. Now that we're navigating through a candidate-based world, businesses are finding themselves with crucial positions not being filled. They either have no one in that position, and are juggling responsibilities between other employees, or find themselves hiring those who aren't right for the job and the team.

One key industry that has been affected by this is the hospitality industry. Throughout the various lockdowns, the hospitality industry found themselves completely unable to operate, and now that restrictions are being lifted, things have flipped around for them. The demand has gone from 0% to 100%, and the supply of employees they once relied on hasn't changed. This is because of COVID and Brexit, also, as they cannot hire willing candidates who aren't there anymore.

We're seeing this across the board, as businesses are struggling with this new world we live in. COVID has affected recruitment and business growth more than we realise. Therefore, it's important to keep candidates engaged and interested in your company, now more than ever.

How should qualifying candidates be kept engaged during recruitment?

During an interview, you should be aware that any given candidate has more options and offers around the corner for them. Some will be transparent with that, others not so much. Therefore, it's important for you, as a recruiter and business, to keep them engaged with your company.

The main way you can do this is:

- Know your proposition. By this, we mean know what you're offering to candidates, and what you're prepared to offer to keep them engaged. Be mindful of the interview process from a timing point of view – if a candidate knows what to expect, they are likely to be more committed to the process. Ensure that those to be involved in the interview process have availability to conduct interviews, to avoid delays. Gaps in the process as a result of holidays / other engagements, will only open you up to be let down. Manage the stages of the interview process internally, so that you are not leaving candidates waiting in the wind, otherwise they will assume the role is going nowhere, and move on. 

If you're not keeping your candidates engaged, and realising that they have other options, then you could lose them completely. This will only extend and complicate the entire recruitment process for everyone involved.

How to positively change recruitment for companies

If you're in this position, and find your business recruitment challenging, there are things you can do.

Be sure to be active online, showcasing your business and brand. Candidates will do their own research on 'who you are' so if you are highlighting your successes on social media, talking about events / podcasts you host, anniversaries, or wins you are celebrating, then share this, as it shows that you are more than just another name. Candidates have so much choice, you need to grab their attention even before you have had the chance to show them how great our offices are, or how engaging your team is.

If recruitment is a challenge for you, or if you have any questions, give Joy Bruce from Collaborative a call on: 07585 744642.

Watch or listen to our podcast 'The Aftermath for Recruitment' here https://www.morethanjustnumbers.co.uk/recruitment/the-aftermath-for-recruitment-with-joy-bruce-founder-collaborate/

Sign up for our monthly topical newsletter

Our FREE monthly eNEWS email newsletter will keep you up to date with the latest news related to the world of accountancy.

Register here