Britain’s skills shortage is costing businesses £2bn a year. Over the last 12 months, a staggering 90% of firms have faced difficulty recruiting workers with the required skills. To change their fortunes and attract top tier talent, employers are revolutionising the recruitment process. So what should candidates expect from employers in 2018?
Introducing The New Interview
While the traditional interview is far from extinct, its tendency for bias and its inability to truly assess candidate soft skills has 56% of modern-day hiring professionals seeking alternatives (LinkedIn). Today, to thoroughly assess a candidate’s suitability, employers are turning to:
Job auditions assess a candidate’s competency at certain tasks. Like an actor would audition for a part by reading lines from a script, a website building company may ask applicants to create a webpage, for example.
By donning a headset and working through a series of simulations, employers can test your responses and judgement.
This kind of assessment demonstrates whether a candidate would make a good team member. Typically, applicants will be asked a series of questions on topics such as communications, adaptability, relationship building and leadership.
Some businesses prefer to interview candidates in a more relaxed setting. During this interview, the interviewer may decide to throw some curveballs (such as asking the waiter beforehand to mess up the order) to determine how the interviewee deals with real-life situations.
Pre-recorded video interviews are fast becoming a popular recruitment technique, particularly in the banking and IT sectors. In a video interview, applicants could be asked a mixture of competency-based and strength-based questions to decide whether they are suitable to move on to the later recruitment stages.
Creativity Is Key
Employers seek quality over quantity, always have, always will. So, what’s changed? In 2018, companies are encouraging candidates to be creative and courageous in their applications, demonstrating in new and exciting ways why they’re a perfect fit.
Companies are having to become more creative too. Take for example, SodaStream’s latest recruitment commercial. During this two and a half minute video, CEO Daniel Birnbaum, alongside Game of Thrones star, Thor Bjornsson, reveals what it takes to be a member of the SodaStream team in a funny, creative and engaging way.
Birnbaum says: “SodaStream is all about people and attracting extraordinary talent requires extraordinary methods. No more piles of resumes for us. The world is changing and just like we need to be creative in attracting our customers, we need to be super creative in attracting new talent. We are looking for people who are courageous, creative, have a sense of urgency and are excited to make the world a better place. We are growing fast and recruit only those people who can move mountains.” (Forbes).
Ditching The CV
Employers are beginning to realise that CVs are flawed: just because someone sounds good on paper, doesn’t mean that they’re the right one for the job.
Recruiting a new hire costs an average of £3,000 (The Undercover Recruiter). To avoid this expense, companies like Byte London, have introduced chatbots. This particular chatbot, named Space Gentleman, replaces the initial application process, asking potential candidates a series of questions to assess their suitability. Thanks to its chatbot, Byte London has ‘successfully hired 34 people in the last year and has reduced its cost of hiring a candidate by 75%’ (The Guardian).
While some companies turn to technology to get to know their candidates, others rely on alternative techniques. Timpson, famous shoe repair and key-cutting business, relies on Roger Hargreaves’ Mr Men books to determine a candidates’ personality (BBC). CEO of the firm, John Timpson, first introduced this recruitment practice 43 years ago believing that you can train someone to do a job, but personality is immutable.