1. Does your recruitment model reflect longer-term needs as well as immediate ones?
It’s important to integrate workforce planning into business planning from the start to make sure your people strategy evolves in step with your firm. Recognising how the adoption of emerging technologies can free up your workforce to focus on more rewarding activities is both attractive to new recruits and reassuring for the existing workforce.
People’s relationships with organisations are also becoming more fluid; it’s unlikely that it’ll be practical or affordable to maintain all skills in-house, long term, figuring out where and how to engage flexible talent, such as freelancers and contractors, is increasingly important.
2. Is unconscious bias limiting your search?
Continuing to recruit from the same places means you risk missing the diversity you require to take the business to the next level.
3. Are you searching for the right skills?
Finding the interpersonal skills, out-of-the-box thinking, creativity, critical thinking and problem solving capabilities that could benefit your business may require a different approach to recruitment.
4. Are you nurturing the people you have?
Fresh ideas and approaches are vital to growth. Before looking for these outside, it’s worth seeing if there’s untapped potential within your existing workforce. Developing employees to help them reach their full potential helps improve retention, saving time and money, and helping identify potential future skills gaps.
5. Are you positioning yourself in the right way?
It’s all too easy to forget that telling the story of the business is exactly what may engage future employees - especially if they can see themselves in it. Ask employees and business partners to also share their stories. They may demonstrate that your firm’s exactly the place top talent’s looking for.