Where we were still at the bottom of the list of participation 45 years ago, we now belong to the leading group. This means that the pond from which we can still fish is becoming smaller and smaller. Dealing with the labor shortage in 2022: 5 tips It is clear: your organization has to work harder and harder to attract talent. So work on the shop! But where do you start? We give you a number of tips to ensure that you become an irresistible employer for your ideal candidate. Tip 1. Keep a close eye on the recruitment budget for 2022 We start with the most important tip: keep a close eye on your recruitment budget for 2022. We already saw it last year: governments that no longer had a budget left in the last quarter for recruiting good staff. The number of vacancies in 2021 was much higher than expected and there was therefore not enough budget for recruitment.
From A to Z in the Actual
The budget turned out to be insufficient and the developments in the market were anticipated too late. We also see this reflected in a dip in the number of unfilled vacancies at municipalities in October and November 2021. A&O fund municipalitiesSource: Municipalities A&O Fund The result of insufficient Chile Phone Number attention and budget for recruitment: 64% of the organizations opt for expensive recruitment & selection, in 53% of the cases the salary is increased and in 28% of the cases they even opt for a lesser candidate. Shame! Recruitment & selection results in high one-off recruitment costs and a mismatch is structurally expensive for your organization. Yet 26% of employers have no recruitment problem. They rarely hire an expensive S&S agency and almost always have qualified candidates to draw from. Also read: Werkbij websites: which of these 5 types do you use? But how do you achieve that in this time?
A to Z in the Actual
It brings us to the following tips. Tip 2. Think from the perspective of the candidate The most important step is thinking from the perspective of the candidate. Especially now you will have to take a good look at who you are actually looking for. A vacancy holder often has a specific idea for the ideal candidate. If you look further into the team, you will see that the picture of what is needed can vary. Facilitate people to talk to each other to get an idea of who the ideal candidate is. In addition, it is important to take a good look at what you as an organization can add. So your Employer Value Proposition. This value proposition indicates what value you add for your current and future employees and forms the basis of your recruitment. You think about the question ‘what makes you unique as an employer’? You bring your USPs ( unique selling points ) ), as it were.