Findings from the research also included:

• Respondents from construction and manufacturing firms both expressed difficulty in filling skilled technical roles, 65% and 62% respectively.
• 42% of production and manufacturing respondents expressed difficulty filling un-skilled roles.
• 53% of construction firms said they were experiencing difficulty recruiting for managerial roles.
• In the retail sector, 43% of respondents cited issues with recruiting for skilled roles, 39% with managerial jobs and 35% with un-skilled positions.

Why is it important to hire the right employees?

Richard Branson states that “employees are your competitive advantage” You can have the most amazing products/services in your market sector but if your staff are disengaged, unmotivated, and horrible to customers and each other, your business will struggle.

What type of employees can you afford?

In addition to understanding the types of skills you need to recruit for, it is important to appreciate how much you can afford to pay people and recruit accordingly. The National Minimum Wage and the National Living Wage increased on 1 April 2022, with the latter, which is the minimum amount that can be paid to people aged 23 and over, increasing from £8.91 to £9.50.

It is important to take stock of your business and decide whether particular roles need to be filled at management, experienced employee, graduate, or apprentice level.

Where can I find the right candidates for my vacant positions?

The two main ways employers advertise for new employees are either online or by instructing a recruitment agency to find the perfect candidate. You can save a lot of time and money by ensuring you define the position clearly before advertising. State clearly the type of experience and qualifications that are mandatory for the role. It is also a good idea to pre-screen applicants to see if they are a good fit for your business. Pre-screening is the perfect opportunity to discover a person’s salary expectations and whether they are truly as qualified as they seem on paper.

When you are advertising for a new employee make sure you check the advertisement for possible indirect discrimination that could breach provisions contained in the Equality Act 2010. For example, advertising for a ‘new graduate’ could be deemed as indirectly discriminating against mature applicants. You can read a helpful guide to managing the recruitment process here.

What questions should I ask when interviewing candidates?

According to recruitment giant indeed.com:

“The most effective way to assess a candidate appropriately for both skill and culture fit is to ask interview questions that are specific to the company or job role combined with broad questions to give the applicant an opportunity to reveal their personality and ability for critical thinking while under pressure.”

One of the most important things you will want to discover about any prospective employees is whether or not they have the right attitude and will fit in with your company culture. To tease this information out you can ask questions such as:

• What is your greatest achievement outside of work?
• How do you spend your free time?
• What is your personal ethos when it comes to customer service?
• Who was your childhood hero?

By asking these questions alongside the more standard job interview questions such as “why are you interested in this role” and “what can you bring to our business” you will get a well-rounded view of the applicant and how well they will assimilate within your existing team.

Do I need to provide an employment contract?

Once you have selected your new employee you will need to provide them with a written statement of particulars on their first day of employment.

Although you must provide a written statement of particulars it is not a legal requirement to have an employment contract in place. However, it is always best practice to provide an employment contract to ensure all aspects of the employment relationship are set out in writing.