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The Impact of Lengthy and Complex Hiring Processes

31 January 2023

In a recent study by background screening and identity services firm Sterling, 71% of jobseekers said that they had either dropped out or considered dropping out of their most recent recruitment experience. The top three reasons cited for this were: 

  • The process was taking too long
  • It was too complicated
  • There were too many touchpoints (all the interactions candidates have with the employer during the recruitment process)

Hiring new employees is a crucial process for any organisation, as it can have a significant impact on the success and growth of the company. However, many organisations are struggling with lengthy and complex hiring processes that can be detrimental to both the company and the job applicants.
 

What are the impacts?
 

Discourage Talented Candidates
The main impact of a lengthy and complex hiring process is that it can discourage talented candidates from applying for the position. A study by Glassdoor found that the average interview process in the United Kingdom is 27.5 days long, and many applicants are turned off by the idea of spending so much time on a single application. If the hiring process is overly complex and includes multiple rounds of interviews and assessments, it can be off-putting to candidates who are already employed and may not have the time or energy to invest in such a long process.
 

Lower Quality of Candidates
Another impact of a lengthy and complex hiring process is that it can lead to a lower quality of hires. When the hiring process is overly long and complex, it can be difficult for the hiring manager or recruitment consultant to make an informed decision about the candidate. This can result in the hiring of candidates who are not a good fit for the company or the position, which can lead to poor performance and high turnover rates. In addition, when the hiring process takes a long time, it can slow down the hiring of new employees and prevent the company from filling open positions in a timely manner. This can lead to decreased productivity and a loss of revenue for the company.
 

Negative Reputation
A lengthy and complex hiring process can also have a negative impact on the company’s reputation. When job applicants have a bad experience with the hiring process, they are more likely to share their experience with others or online e.g. GlassDoor, which can damage the company’s reputation and discourage other qualified candidates from applying for future positions - 50% of candidates say they wouldn't work for a company with a bad reputation - even for a pay increase.

Increased Cost
A lengthy and complex hiring process can also be costly for the company. The process may require additional resources such as background check services. It can also lead to a high number of candidates dropping out of the process, which will require additional recruitment efforts and costs.
 

So, what can organisations do to improve
their hiring process? 


Streamline the Process
One solution is to streamline the process by reducing the number of rounds of interviews and assessments. This can make the process quicker and less overwhelming for candidates. Additionally, organisations can also use technology to automate certain aspects of the hiring process, such as pre-screening candidates through online assessments. This can help organisations to quickly identify the most qualified candidates and avoid wasting time on candidates who do not meet the necessary qualifications.


Use a Recruitment Agency
Recruitment agencies specialise in finding the right candidates for a particular job, and they can help streamline the hiring process by identifying and pre-screening qualified candidates. They can also help businesses find candidates that they might not have found otherwise, and they can help ensure that the best candidates are matched with the right job opportunities.

85 percent of HR decision-makers admit their organisation has made a bad hire, recruitment agencies can bring a lot of expertise to the table. They know what the industry standards are, what are the best practices, and they can help you with the legal and compliance side of hiring. They have a wealth of knowledge on what works and what doesn't in recruitment and can help you avoid costly mistakes.

Furthermore, recruitment agencies can help reduce the time and resources required to find the right candidates. They can also help reduce the costs associated with hiring mistakes - a poor hire at mid-manager level with a salary of £42,000 can cost a business more than £132,000. By using a recruitment agency, businesses can focus on what they do best, while leaving the hiring process to the experts.

 

In conclusion, lengthy and complex hiring processes can have a significant impact on a company, including loss of qualified candidates, time and resources required to find the right candidates, and costly mistakes. Using a recruitment agency can help alleviate these impacts by streamlining the hiring process, identifying and pre-screening qualified candidates, and providing expertise to ensure the best candidates are matched with the right job opportunities. Contact us today for your recruitment needs at [email protected]

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5 Ways To Tackle the Ongoing Skill Shortage

11 January 2023

The ongoing skills shortage is showing no signs of slowing now we’re in the new year, and employers now need to consider new approaches in the way they combat this growing issue.
 

There are a myriad of reasons why skills shortages are worsening, including a low unemployment rate, which has been affected by the proportion of the workforce who haven’t returned to the labour market post-pandemic. The number of people who have left the labour market rose by 252,000 from the three months to May 2022, the biggest increase since records began in 1971. The leap pushed the unemployment rate down to its lowest since 1974 at 3.5%. 
 

This shortage of candidate availability has seen intense competition for workers, leading to further steep increases in rates of starting pay for both permanent and short-term staff. Notably, in February last year permanent starters' salaries rose at the second-sharpest pace since data collection began in October 1997.
 

An inability to source the right skills and talent can severely hamper growth for businesses, but what can be done to tackle them? In order to help address the issue, we've come up with five strategies that businesses can use to attract and retain talent:
 

1. Invest in Training

To alleviate the shortage of skilled workers, many companies have begun offering training to their existing employees, in order to tailor them to fill current gaps.

Several businesses offer their employees an opportunity for external training to upskill. While this option can be more expensive and time-consuming, it does ensure your employees are trained to industry standard quality, but can also serve as an incentive to attract a great deal of talented workers to your doorstep.

Some smaller firms understandably feel they don’t have the resources to meet the cost of training, but it’s likely to be easier and cheaper to train existing staff than to take on new employees. A more cost effective option is to offer in-house training, where a knowledgeable employee shares with others their valuable expertise. It’s a great way for companies with a few good resources to increase their value without expending too much time and money.
 

2. Expand the Search

Being proactive is key, you can’t assume quality candidates will find you. Try out different approaches in your hiring strategy:
 

  • Change your recruitment   consultant - Why not contact Morgan Hunt? 
  • Advertise in new places
  • Attend Job Fairs
  • Use Social Media
  • Use niche job boards
  • Keep your website up-to date
     

You should also consider broadening your hiring practice. You could easily hire candidates that don’t fit 100% of the job specification requirements or maybe have less experience, without hurting your company. With this in mind you could help those candidates grow into the role and fulfil your company's staffing needs. 
 

3. Use Contingent Workers

One of the easiest and quickest ways to tackle skills shortages is by hiring contingent workers, but this comes with both benefits and drawbacks. 

Contingent workers are a popular option for many companies, as their availability and flexibility allow them to work within the confines of any timeframe, budget, and project, giving you the ability to fill gaps in your operation quickly and in a cost-effective manner.

On the other hand, companies should be careful not to rely too heavily on contingent workers. While a contingent workforce can help an organisation fill an immediate skills shortage, it isn’t the best solution for long-term growth because it doesn’t address the root cause of why a skills gap exists in the first place.

Morgan Hunt have 28 years of experience recruiting temporary workers within the public, not-for-profit and private sectors. We can help provide you with a diverse, inclusive and quality bank of staff. Get in touch here [email protected]
 

4. Rethink the Workforce

The number of people aged over 65 working part-time or on a consultancy basis is growing. These workers can be an excellent way to bring skills and experience into your business, even if you don't offer them permanent positions. Such staff provide expertise that may otherwise be lacking, and they can also play a valuable role mentoring less experienced personnel.
 

5. Focus on Staff Retention

If you want to ensure that your business has the best talent, it’s important to keep the employees you have. That can mean more than just paying them well; successful companies work hard to create a culture of loyalty, by offering flexible work hours or other incentives that encourage people to stay. Take a look at our blogs Key motivators in the workplace and How can organisations appreciate their employees? for further tips.
 

There are numerous ways to tackle the ongoing skill shortage, some will work better for your company than others. However now is the time to look inward at your organisation and assess its talent, the skill sets you’re searching for most likely live in your organisation already.


We’re here to help. If you would like more guidance on the current skills shortage, feel free to drop us an email at [email protected]

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Protect Yourself From Recruitment Scams

04 January 2023

There has recently been a significant rise in jobs scams, with fraudsters often impersonating recruitment companies or consultants.

Whilst job scams are becoming increasingly sophisticated, the best way to help prevent yourself from becoming a victim of a job scam is to educate yourself on things to look out for during your job search. We have set out warning signs to help you spot a potential job scam.
 

Warning signs when being contacted

Below is a list of warning signs that could indicate you have been contacted by scammer posing as a recruitment consultant:

A purported Morgan Hunt consultant requesting you to: 

  • Provide personal financial details.
  • Pay money for an “administration fee”, “security fee” or an “accreditation fee”. Morgan Hunt will never ask you to pay any type of fee, transfer cash or provide credit card information.
  • Click unsolicited links or attachments.

Online contact from a purported recruitment consultant with:

  • Communications from social media platforms, such as WhatsApp
  • A lack of activity, information, or contact details on their profile.
  • A suspicious profile picture.
  • Poor spelling or grammar in communications.
  • Communications of any sort guaranteeing employment or income.
  • The job description is vague or poorly written
  • Communications from generic addresses such as Gmail or Hotmail accounts. All email communications will be sent from official Morgan Hunt email addresses, such as [email protected]  

Warning sites for webpages

There has also been a rise in cases of fraudsters cloning the sites of legitimate recruitment consultancies in an attempt to steal money and/or the personal details of job seekers and hiring managers. 

To check the legitimacy of a site, we could encourage you to verify the SSL certificate. In most browsers this can be done by clicking the padlock on the far left of the URL. If it doesn’t have one, this could be a sign of a scam website.
 

What to do if you suspect a job scam using the Morgan Hunt name or logo

If you are unsure if a Morgan Hunt advertisement or communication is legitimate and/or you have been requested to attend an in person meeting, please contact your local Morgan Hunt branch or email [email protected] who will assist you as far as possible to verify the information you have received.

Morgan Hunt email addresses take the format of [email protected].If you are contacted by someone whose email address varies from this format, please do not respond.
 

What to do if you think you are the victim of a job scam

Take a screen grab or note of the fraudster’s details and report them to Action Fraud (see Resources below)

If you have given them any money, contact your bank immediately and let them know.

Warn the operators of the website/social media site through which you were contacted and let them know that their site is being used by fraudsters.
 

Report it

For more information on recruitment scams and how to report them, check out these dedicated pages:

To let Morgan Hunt know about a potential scam using our name, please get in touch with your local office here. See here for more information if required regarding the Morgan Hunt Privacy Policy.

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IR35 - Genuine Solution Ahead?

12 October 2022

Is the repeal of the 2017 and 2021 reforms to the off-payroll working rules as part of last month’s ’Mini Budget’ statement the good news our contractors, employers and agencies wanted? What do you think? Are you ready for a change and do we actually know what the new legislation will mean?

Dave Hedges is a tax partner at Azets and says there is “an absence of fine detail” around how HMRC will manage the transition over the coming months. “While the changes are welcome and have been lobbied for, we are advising clients throughout the engagement chain to tread carefully pending clarification,” he said.

Some questions remain following the chancellor’s announcement that the Off-Payroll Working (OPW) rules are to be repealed from April 6th 2023. There are three main reasons for this:

  1. Is it really going to happen? Nothing has changed yet and we have a Budget coming up in November, preceded by a government already doing a U-turn on its 45p tax rate plan. The possibility of further U-turns therefore seems significant. Fingers crossed that this promised repeal of the OPW rules goes ahead. But it’s not certain.

  2. End-clients (both public and private sectors), agencies, umbrella companies, accountants and IR35/OPW advisers are all taking stock and wondering how this could affect their business. And yes, that goes for me too!

  3. Contractors are realising that unless they have always been outside IR35 and working for ‘small’ companies (not affected by the OPW rules), that their own circumstances are complicated.  Notably where the contractor is:

    1. currently with an umbrella, or

    2. holding an SDS where the client has stated ‘inside IR35’, or;

    3. regularly jumping between their PSC and an umbrella company depending on the IR35/OPW assessment.

At this stage (Q4 2022), nobody knows how the repeal of the OPW rules will work. That’s the unpopular, hard truth.  Many commentators are reaching for their crystal balls, with some suggesting that there will be new rules for contractors added onto the IR35 rules of old (2000), such as requiring contractors to complete Status Determination Statements. There’s even the odd whisper that end-clients will continue to determine IR35 status; that blanket bans on using PSCs will continue indefinitely, and that HMRC will declare some sort of ‘amnesty’ on prior SDSs with ‘inside’ results. As interesting as they are, these really are only opinions at this stage and should be taken as nothing more.

So what can we do now? Every part of the contracting chain needs to use this time to analyse the effects on their own businesses and it is vital that all get up to speed with IR35 version one (2000). 

  • Keep watching the contractor press for developments (the contractor ‘press’ that doesn’t just stick a press release up!).

  • Decide what you want to do -- if you could.

  • Collect and keep all evidence including SDS outcomes, online IR35 status tool outputs, end-client correspondence, contract review results, and working practices changes/opinions.

  • Find out about your personal situation now, to see what the options and (above all else) the risks are, and if a change in your status is feasible.

  • Speak to your client and find out what their position may be come April 6th 2023, especially if you are contracting with an organisation that has banned PSCs.

  • Take advice from only those that, as impartial as possible, understand all the rules (from 2000 onwards), and ideally those with hands-on experience of successfully defending IR35 HMRC investigations.

This could be great news for professional interim and self employed workers, it could be great news for large private companies and the public sector to attract and retain key skills to help them deliver growth and it could be great news for those involved in the supply of these people. For now, keep up to date, get planning and be ready, April will soon be here…

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Temporary Work in FE: Advice to Those Hiring

25 August 2022

As we approach the start of the academic year, FE Colleges recruit staff at pace, to cover permanent gaps, sickness and respond to student enrolment. To help the community we’re releasing a two part series on temporary work in FE and how to find the right jobs and talent, the second in our series explores finding talent.

 

Understandably the start of the academic year is a busy period when it comes to hiring staff within Colleges, who need to recruit quickly. Similar roles and candidates are often needed simultaneously and now with job seekers being in higher demand they have more choices than in previous years, so you need to act fast if you want to hire the right talent for your College.

In this article, we’ll be looking at some of the ways you can help improve your chances of recruiting the right talent for your College. Whether that’s by getting the most out of your recruitment consultant or by implementing some tips for you and your staff.
 

Hiring Manager Hints
 

Hire at pace
For those managers who are hiring temporary staff in FE, both new and old, the best advice we could give to you for hiring staff from recruitment agencies is to move at pace.

Not managing to hire or hiring poor quality staff can have an incredibly negative impact on the outcomes of learners and morale amongst existing staff; and it's no secret that the FE and education sectors in general are facing huge challenges in recruiting and retaining staff, particularly at Lecturing, Support Assistant and Management level. So your College's recruitment process and strategy needs to be as efficient as possible if it is to be successful.

Sell the opportunity
It’s important to assess the candidate’s suitability for your vacancy, however it's also crucial that as a hiring manager you ‘sell’ the vacancy to the candidate and highlight the amazing opportunity to work in your team and at your College. Promoting the College's vision and values and providing first hand feedback on what it's like to work there will enable candidates to picture what life is like at your College.

The interview experience is an incredibly important factor for job seekers when considering offers; those who have had a positive experience and can see the passion and enthusiasm their potential new manager has, are more likely to be excited about the prospect of working there.

Act fast
We all know that a strong candidate will always have multiple job offers on the table and that they will be evaluating each opportunity on its own merits, so if you like the candidate and want to make them an offer, then act fast. Being responsive and proactive can often be the difference in successfully appointing a member of staff and not.

 

Making the most out your recruitment consultant
 

The more detail is better
Make time to talk to your recruitment consultant, they are there to act as an extension of your HR recruitment team; it's crucial that they are able to fully articulate the opportunity within your team and in order to do that, a brief phone or video call (usually 10-15 minutes) can be the difference to successfully fulfilling your requirements and not.

Given the demand for good candidates in the education sector currently, job seekers are looking to establish as much information about the job and employer they are applying to in order to aid their decision making process. If you haven’t come away from a briefing call with your recruiter feeling slightly interrogated, then they probably haven’t done their job properly.

Set aside time for admin
To make sure your consultant can support you to the best of their ability, it’s best if you set aside some time to discuss appropriate timescales on how soon they can provide candidates for you to review, a time to discuss feedback and pre-booked diary slots for interviews. This will make the recruiting process go smoother, faster and your consultant will be able to advise how quickly they can confidently supply options.

 

Find your future staff

By applying the tips in this article, you’re sure to find the right staff for your College in no time. If you are looking to recruit new staff why not reach out to our Education Recruitment Team, they have over 100 years combined experience and are proud to be a key supplier of staff to FE. You can email our team at [email protected].

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Key motivators in the workplace

17 May 2022

In light of The Great Resignation, motivated employees are key to retaining talent. In fact, employee experience is everything these days.

Eisenhower knew that finding the right motivators in the workplace was essential to success and improving employee experience. As the former U.S President, once said, “Motivation is the art of getting people to do what you want them to do because they want to do it.”

It’s important for companies, line managers and HR teams to recognise employee motivators to get the best work out of them and decrease costly staff turnover. Capitalising on key motivators will enable staff to be motivated, passionate and loyal to the organisation. But where to start?
 

Understanding motivation

When Abraham Maslow created his Hierarchy of Needs in 1943, he argued that people are motivated by five essential needs that enable an individual to be fulfilled. In Maslow’s Hierarchy of Needs these needs are:

  1. Physiological - Food, water, warmth and rest
  2. Safety – including financial security
  3. Belonging - Relationships, community family and friends
  4. Self-esteem - Prestige and a feeling of accomplishment
  5. Self-actualisation - Achieving full potential and extra-curricular activities

Maslow in the workplace

The Hierarchy of needs is often applied to the workplace as a means to determine how to motivate employees and ensure their needs are met. To achieve this, line managers must make time to consider an employee as an individual for their input into the organisation and encourage and support them.

According to Maslow’s theory, an employee begins by focusing on the lower order needs. Those embarking on their career might be more concerned with physiological needs such as income and security. Once these basic needs are met, the employee will focus on social needs. Once the needs are met, an employee may want to meet higher-level needs (growth needs) such as self-esteem.

Although workplace motivation has moved on from Maslow’s Hierarchy of Needs, the theory forms the basis of motivation.

Motivational triggers do vary between employees. And the challenge can be for line managers to understand what the motivators are for their team members. However, there are common workplace motivators.
 

Key motivators in the workplace

Communication

Companies with poor employee communications suffer low levels of employee motivation and engagement. Employees who are not informed are difficult to motivate. One of the most important workplace motivators for employees is communication. The more a team interacts with each other, the better their performance will be. Good and regular communication reduces confusion and mistakes as well as improves performance.
 

Meaningful & challenging work

The Harvard Business Review reported that more than nine in ten of employees would be willing to earn less money for the opportunity to do more meaningful work – showing how important a person’s purpose is to them. If you want your employees to be self-motivated, it’s a good idea to offer them more responsibility with meaningful work. 

Challenging and new tasks are important to keep staff engagement, productivity and motivation high. New projects and tasks alleviate the boredom and repetitiveness of job roles, while a challenging task can give the employee a sense of importance and feeling of ownership that will make them feel valued.
 

Company Culture

A healthy company culture fuels motivation and creates a sense of belonging and joint goals. It is fundamental to making employees feel like they are part of a family. It is important to evaluate your company culture to ensure it promotes collaboration, teamwork and transparency. Excessive bureaucracy, micromanaging by managers and withholding of information can be demotivators for staff as well as have a detrimental impact on company culture. A high-performing company culture will have a competitive edge.
 

Teamwork makes the dream work

Teamwork can empower the employees to have confidence in voicing their thoughts and opinions and come up with innovative ideas. Teams that work (and play) well together can also improve employee retention too as they enjoy the sense of belonging to the business they work for.

A well selected team that complements different personalities and skill sets enables workers to work together and become a group with a mission. A 2009 study by the Society for Human Resources Management (SHRM) found that “employees rated opportunities to use their skills and abilities in their work as the fourth most important aspect of their job satisfaction.”

Workplace friendships are created through a shared experience. Maintaining healthy friendships at work can motivate people to remain employed with a company. In 2018, Gallup reported that 63% of women who had a work friend were over twice as likely to be engaged during work.
 

Recognition

Rewards and recognition are vital to every organisation. Similar to self-esteem needs, a company should promote or give recognition to employees based on their performance. Make sure to reward your employees with something that they value. This will motivate the employee to progress or work towards a promotion. Reward and recognition is important for candidate attraction not only staff retention.
 

Appreciation & praise

Often forgotten when deadlines are looming and the pressure is on, appreciation is fundamental to keeping employees motivated. A BCG survey asked employees from around the world their top ten factors for on-the-job happiness. Results show that people place appreciation for their work as the most important factor for on-the-job happiness.

It might seem obvious but praising your staff on their achievements can be one of the best motivators out there. There are many ways organisations can appreciate their employees.
 

Salary & benefits

Many people feel that their salary is a validation of their status and qualifications together with any effort and work they have put into their previous roles. Personal motivations form a part of it too –it is human nature to want to be able to not only pay bills but afford luxuries in life. Glassdoor research shows that 79% of employees would prefer  additional benefits as opposed to a pay increase.
 

Modern challenges

With hybrid and remote work now the norm due to the Covid-19 pandemic, some employees can feel isolated with reduced levels of motivation. Nowadays, there is an additional consideration for organisations: How to keep employees who are working away from the office motivated.
 

In Summary

Motivation is a powerful energy that drives how employees work and the vigour with which they approach their roles. Motivation is, in short, the incentive we all need to wake up in the morning, get dressed and ready for work. Revisiting Maslow’s theory of motivation is important, as we continue to adapt and adjust workplaces in a post-pandemic world.

It’s normal for employees to face dips in motivation, but it becomes a problem when employees are consistently disengaged. Therefore, HR and SMTs need to take time to review areas such as:

  • Communication methods and frequency
  • company culture
  • reward and recognition schemes
  • salary and benefits

While line managers need to get to understand their employees as individuals and consider how each staff member may have different ways to be motivated. People managers also need to:

  • ensure that employees have meaningful and challenging work
  • look at team dynamics and how the team is working together
  • consider how they show their appreciation and give praise
  • ensure they communicate opening and regularly
     

We’re here to help

At Morgan Hunt our team are here to help. If you’re looking to recruit and need guidance or advice on areas such as salary, benefits, reward and recognition just get in touch

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