Blog Layout

Share Article

December 3, 2022

It’s time to do your recruitment planning

Businesses need to plan their recruitment strategy for 2023 now to make sure they are ready to employ the talent they need to survive.


As we look to 2023, we look at how our clients can prepare for the changes in the job market. The start of the year is always a busy time for recruitment. Are you ready to snap up those looking for a new job in the new year? By doing your workforce planning now and evolving your recruitment strategies, you’ll be ready to attract and retain the best talent. Employees who feel overworked and undervalued, and see no room for growth, will be ready for a fresh start to the New Year so you need to be prepared to scoop up talent if they have positions available.


The latest labour market analysis shows unemployment remains low with employment in the UK above 75% and inactivity (ie those who’ve withdrawn from the labour market) increasing. This continues to mean greater competition for businesses looking to attract new talent.

Changing market conditions and the downturn in the economy are expected to contribute to the shortages of people looking for work and willing to move jobs.  If you don’t have a recruitment plan, then you don’t have a proactive strategy for hiring new employees.


All companies planning to recruit in the coming months, need to have job descriptions mapped out and a clear roadmap of how your plan will help you ride out the downturn in the economy. Of course, your recruitment plan has to align with your company plans.


Creating a Resource Pool


There are core benefits of having an up-to-date recruitment plan moving into 2023. With a recruitment plan, you have a process to work with your talent pipeline. You can see where talent may be light and plan out employee development and role launches well in advance. It can also help to create a pool of potential candidates for later-in-the-year hires. A strong network of candidates is necessary for any future-thinking recruitment team!


Planning helps to Determine the Right Candidates


With a clear idea for which roles you’ll be hiring, you can begin determining the requirements for each job opening. What are the characteristics and skills that you want job candidates to have? What will their daily responsibilities be? And their goals? You’re giving yourself the time to compare characteristics of your better performers, and prepare a benchmark to strengthen, not dilute your workforce capability.


Building a Budget – don’t miss unexpected or hidden costs!


It’s easy to miss out the true cost of recruitment, career development expenditure for example may increase to help with movement across roles internally. With many companies across different sectors embracing the influx of latest technological advancements, connectivity to new technology will feature more in recruitment. Factor in recruiting technology costs, such as an applicant tracking system and social media tools should have a clear budget.


Generation Z, with a social conscious, will also look at branding, so you need to factor in employer branding costs. Also, what time do you need to craft the right profiles to reach the right people? According to the REC, companies that create a strong employer brand attract up to 50% more qualified candidates; strong employer branding can also reduce cost-per-hire by 50%.


In-house salaries and the benefits of the recruitment team should feature within the overall recruitment plan costs as well as agency fees, and any tools you use in the process. The right recruitment plan will have considered any hidden, unconsidered costs.


Flexibility Changes


With the government plans to modernise the way employees work, the consultation process is exploring a range of flexible working methods such as job-sharing, flexitime and compressed, annualised, and staggered hours. This is designed to allow employees to balance work and life. It also ensures that people who are under-represented in Britain’s workforce, such as new parents or disabled people, have access to more opportunities. A forward-thinking recruitment plan needs to be able to allow for the flexibility for workers and link into departmental plans for coverage during times when workers take time off or change working patterns. The impact of not considering this could mean lack of workers to cover roles, or extra burden being placed upon those providing cover. It’s an area you cannot afford to disregard.


Reviewing your recruitment processes


When was the last time you reviewed your recruitment process. If your recruitment efforts during 2022 haven’t been as successful as you’d hoped, now if a good time to review what’s been working and what hasn’t to highlight areas for improvement. A recruitment Audit is essential to make sure your recruitment practices will meet the needs of your business, but also the people you are attracting. Poor practices will disengage potential candidates or good lead to very costly recruitment errors. Alot of businesses don’t have the resources to carry out their own audits but there are businesses who can provide audits for you.


If you need support to plan ahead or need a Recruitment Audit, we can help. Book your recruitment audit with Appointments now. Get in touch by calling 01782 338787 or check out our employer resource pages.


Return to Recruitment Bulletin Winter 22

By Kerry Bonfiglio-Bains March 31, 2025
Struggling with no-shows, salary negotiations, or slow hiring? Discover real-world solutions to the biggest recruitment dilemmas
By Kerry Bonfiglio-Bains March 31, 2025
Is your business ready?
By Kerry Bonfiglio-Bains March 31, 2025
From April 6th 2025 there will be significant shift in employer National Insurance (NI) contributions, with the rate increasing by 1.2 percentage points to 15%, and a lowered earnings threshold now starting at £5,000 (down from £9,100). These adjustments could lead to higher payroll expenses for mid-sized and larger businesses, affecting hiring strategies and budgeting in 2025 and beyond. Key Details of the Change Rate Increase: The NI contribution rate for employers rises to 15%. Lower Earnings Threshold: Employers will now pay NI on earnings starting at £5,000, significantly reducing the exemption range. This change is intended to boost government revenue but will likely increase costs for businesses with lower-wage roles. Employment Allowance Adjustments: The Employment Allowance, which offers some relief on NI costs, increases to £10,500. This provides a cushion for many small businesses, particularly those employing fewer staff. How These Changes Impact Staffing and Recruitment Businesses may see these shifts reflected in higher staffing costs, particularly for mid-sized and larger firms with significant payrolls. These added expenses might influence decisions on wage increases, hiring plans, and even the type of roles businesses choose to fill. Employers should prepare for potential shifts in their budget allocations to maintain competitiveness while managing increased contributions. Preparing Your Business Planning ahead is essential. Key steps might include: Calculating projected costs to budget for the changes Evaluating workforce needs and considering the potential impact on hiring strategies Maximising allowances by confirming eligibility for the updated Employment Allowance We will be updating our blog in the coming days with a detailed breakdown and calculations, so visit us again soon!
The national minimum wage & national living wage is a legal right which covers almost all UK workers
By Kerry Bonfiglio-Bains March 31, 2025
The national minimum wage & national living wage is a legal right which covers almost all UK workers
By Kerry Bonfiglio-Bains March 6, 2025
Stay ahead in a shifting job market with our latest insights into salary expectations, hiring challenges, and employee benefits in Staffordshire.
By Kerry Bonfiglio-Bains February 5, 2025
Why Taking 5 Minutes for Our Salary Survey Could Save You Thousands
By Kerry Bonfiglio-Bains January 15, 2025
The Outlook for HR in 2025: Trends, Challenges, and Opportunities for Senior HR Professionals
By Kerry Bonfiglio-Bains January 15, 2025
In the fast-paced world of business, the ability to secure and retain top leadership talent can make all the difference between stagnation and exponential growth. For SMEs in particular, the right leadership hires are not just crucial for filling vacancies—they are key to shaping the strategic vision, driving operational efficiency, and laying a foundation for long-term success. As we look ahead to 2025, let's delve deeper into why selecting the right leadership is more important than ever and how you can strategically approach these critical hires. Why Leadership is the Cornerstone of Business Success Leadership roles such as Finance Directors, HR Business Partners, and Operations Managers are not just functional—they are transformative. Over the years, we’ve seen firsthand how the right leaders can unlock business potential and propel organizations forward. However, the wrong hire can lead to disruption and inefficiency. Here's how these roles contribute to sustainable growth: Finance Directors (FDs): A Finance Director is far more than just a custodian of the company’s finances. They provide essential strategic insights that guide decision-making and drive growth. By identifying cost-saving opportunities, optimizing cash flow, and ensuring sound financial health, a strong FD plays a pivotal role in the profitability and scalability of a business. HR Business Partners (HRBPs): In an era where talent is one of the most valuable assets, HRBPs are instrumental in aligning human resource strategies with overarching business goals. They not only develop retention strategies but also cultivate a company culture that attracts and retains top talent. A dynamic HRBP ensures your workforce is engaged, motivated, and ready to contribute to business success. Operations Managers: The heart of operational excellence, Operations Managers optimize workflows, manage resources efficiently, and ensure that day-to-day operations run smoothly. Their impact is felt directly through enhanced productivity, cost savings, and improved customer satisfaction—all of which are integral to the growth trajectory of your business. The Strategic Impact of Leadership The right leadership hires provide more than just functional expertise—they are game-changers. Here's how they create lasting value: Strategic Vision: Great leaders inject fresh perspectives and innovative ideas into the business, helping to navigate challenges, identify new opportunities, and position the company for future success. Increased Efficiency: Proven leaders streamline operations, reduce waste, and optimize processes, which leads to higher productivity and a more cost-effective business model. Stronger Teams: Exceptional leaders inspire and attract top talent. They foster collaboration, empower teams, and build a culture of high performance that drives business outcomes. Risk Mitigation: A strong leadership team proactively addresses challenges before they escalate. They are adept at implementing contingency plans and creating stability during periods of uncertainty. The High Cost of a Bad Hire In our extensive experience working with SMEs, we’ve seen firsthand how damaging poor hiring decisions can be. Not only do you risk impacting team morale and productivity, but you also face significant financial consequences. Research shows that a bad hire can cost as much as three times the employee’s annual salary, considering recruitment costs, training, and lost productivity. For SMEs, these costs can be crippling, making it imperative to approach leadership recruitment with precision and strategy. How to Secure the Right Leadership Talent 1. Define Your Needs with Precision: Before embarking on the recruitment process, clearly outline the specific skills, experience, and qualities required for the role. This ensures the candidate will not only be a technical fit but also align with your business goals and values. 2. Prioritize Cultural Fit: Leadership is about influence, and a leader who shares your company’s values will integrate seamlessly into your organization. They will inspire your team and create a harmonious work environment conducive to growth. 3. Leverage a Confidential Recruitment Partner: Engaging with a specialist recruitment consultancy that has a deep understanding of leadership roles ensures access to a broader, more diverse talent pool. Confidentiality in this process is essential, particularly when you are hiring for high-stakes leadership positions. 4. Use Data to Inform Your Decisions: Utilize salary benchmarking and competency assessments to make data-driven hiring decisions. These tools ensure your offers are competitive, attracting the best talent while mitigating the risk of overpaying. 5. Invest in Onboarding: A successful leadership hire starts with a structured onboarding process that enables the new leader to quickly adapt and deliver results. A robust onboarding strategy sets the stage for long-term success. Real Success Stories from Strategic Leadership Hires At Appointments Personnel, we have had the privilege of helping over 100 SMEs secure leadership talent in the past year alone. The results have been nothing short of transformational: A Finance Director helped a growing manufacturing business cut costs by 15%, improving profitability through strategic budgeting and financial oversight. An HR Business Partner implemented a company-wide retention strategy that reduced turnover by 30%, saving the business significant recruitment costs. An Operations Manager overhauled logistics and operational processes, reducing delivery times by 20% and significantly boosting customer satisfaction. Additionally, we’ve witnessed how having an expert second opinion during the hiring process can make a game-changing difference. One of our clients almost overlooked an exceptional Finance Director candidate due to an internal review misstep. With our insight, they hired the candidate, who went on to increase revenue by 25% within the first year. The Power of Confidential Recruitment When it comes to leadership hires, confidentiality isn’t just a matter of discretion—it’s a competitive advantage. Whether you’re replacing a key role or expanding your leadership team, maintaining confidentiality ensures that sensitive information is protected and business continuity is preserved. Emma and I understand the importance of this better than anyone, having worked on confidential roles ranging from Finance Directors to HR Business Partners and Operations Managers. With our bespoke, confidential recruitment services, you gain a trusted partner committed to sourcing the leadership talent that will drive your business to new heights in 2025 and beyond. Contact Emma Bonfiglio to book a confidential meeting - Emma@appointmentspersonnel.co.uk
A sign that says will i get paid if i can 't get into work.
By Kerry Bonfiglio-Bains January 9, 2025
If you can't get to work because of the snow, it may reduce your pay as you may be forced to take unpaid leave.
By Kerry Bonfiglio-Bains January 6, 2025
Think of your recruitment strategy like your car before a long journey—without regular checks, you risk breakdowns at the most inconvenient times.
More Posts
Share by: