CHRP Assignment 4 Activity 1
Identify and assess 4 factors that affect an organisations approach to attracting talent
Skillset (external)
One of the many factors that contribute to an organisations approach to attracting talent is the availability of skillsets. If there is a shortage of candidates with the skills required to do the job then it will be harder to recruit into the role. Employers will often have to offer enhanced pay and benefits, flexible working, additional training and a structured career path to stay ahead of their competitors and retain their position in the marketplace in which they operate.
The UK has a chronic skills shortage in Manufacturing and Engineering which is hampering productivity and holding back the economic recovery, business leaders believe.
"Last year we had nine areas of skills shortages, now we have 43 areas. Every single type of engineering is in short supply, from mechanical to software, civil to electrical," Kevin Green, CEO of the Recruitment and Employment Confederation (REC), wrote in Recruitment Matters in December 2015.
Cost (internal)
Another factor is the cost of recruitment. Advertising even in this multi-media channel age can be extremely costly and smaller companies may not have the recruitment budget to attract quality candidates to their organisation through high profile marketing campaigns. There is also a cost in terms of the time taken to write adverts & job descriptions, review & shortlist applicants and to interview, host assessment centres and perform psychometric or skills-based selection tests.
If a business has to look further afield to attract the talent it needs then there will be other costs to consider. Some employers in recent years have had to recruit from abroad. In April 2014 the Daily Mail reported that the NHS were having to recruit 50 doctors directly from India to fill staffing gaps in Britain’s Hospitals at a cost of £3,120 per head in flights, visa’s, registrations and ongoing training.
Company Reputation (internal)
Skillset (external)
One of the many factors that contribute to an organisations approach to attracting talent is the availability of skillsets. If there is a shortage of candidates with the skills required to do the job then it will be harder to recruit into the role. Employers will often have to offer enhanced pay and benefits, flexible working, additional training and a structured career path to stay ahead of their competitors and retain their position in the marketplace in which they operate.
The UK has a chronic skills shortage in Manufacturing and Engineering which is hampering productivity and holding back the economic recovery, business leaders believe.
"Last year we had nine areas of skills shortages, now we have 43 areas. Every single type of engineering is in short supply, from mechanical to software, civil to electrical," Kevin Green, CEO of the Recruitment and Employment Confederation (REC), wrote in Recruitment Matters in December 2015.
Cost (internal)
Another factor is the cost of recruitment. Advertising even in this multi-media channel age can be extremely costly and smaller companies may not have the recruitment budget to attract quality candidates to their organisation through high profile marketing campaigns. There is also a cost in terms of the time taken to write adverts & job descriptions, review & shortlist applicants and to interview, host assessment centres and perform psychometric or skills-based selection tests.
If a business has to look further afield to attract the talent it needs then there will be other costs to consider. Some employers in recent years have had to recruit from abroad. In April 2014 the Daily Mail reported that the NHS were having to recruit 50 doctors directly from India to fill staffing gaps in Britain’s Hospitals at a cost of £3,120 per head in flights, visa’s, registrations and ongoing training.
Company Reputation (internal)