Over the last 12 months, recruiting new staff has not been a priority for many businesses; it has been all about restructuring, cost savings and trying to get through the downturn as best they can. Thankfully, things are beginning to change.
In the last two months, there has been an increase in recruitment activity in the leisure sector, as well as some initial signs of new life in the corporate travel sector.
All this is great news, as it appears confidence in the travel jobs market is returning. However, it also throws up some different challenges for businesses. The management and recruitment dynamic has changed. It’s therefore vital that you adapt to ensure you retain or find the best talent for your business.
Bring stability to your team
If you are looking at recruiting again, it will hopefully be a relief that redundancies are off the agenda, and that should bring some stability and confidence back to your teams.
You will now, however, face new challenges. It is important to manage your current staff well before you can think about new head count. Hopefully you will have kept your current employees fully informed of all changes in the business through the recession, why they had to be made, and what it meant for the company and individuals still employed.
If you have succeeded in this, you are likely to have a strong, committed team who will be working hard to ensure the business does as well as possible through any upturn and beyond.
Inform staff of your plans
If you did not handle tough business restructuring or changes well, now is the time to repair any damage done to morale. Bring your staff up to speed, and include them in your future plans for the business.
If you don’t, people are likely to leave as the market picks up. They will have judged their company/manager on how they behaved during the tough times.
Trying to recruit new talent, as well as replace staff who leave in an upturn, will make it extremely difficult for your business to compete in the marketplace, and you risk losing considerable ground to your competitors.
Manage existing talent
Talent management is critical right now. The market seems to be improving, everyone is more confident about the future (if a little cautious) and there are more jobs. As a business you need to ensure you have the right talent management procedures in place, or you risk getting left behind.
Think about your employees, and identify one thing they have done well every day, then thank them for it. Look at the real head count – does a new position need to be created to relieve the pressure from an overworked employee? Assess whether they require additional training to increase efficiencies, or improve their skills.
It’s also good to ensure you are on top of general good management practice, such as getting feedback from staff, performance reviews, and recognising the team with rewards – even if it’s just a drink in the pub on a Friday, or buying lunch when the team performs well.
To retain staff, make sure you empower them to make decisions, and ensure your top-performing staff know they have a career within your company.
Recognise how the jobs market has changed
Attracting good talent now is a different exercise to what it was 18 months ago. There are a lot more applicants in the market, and so the choice and competition is tougher than ever.
However, it is also possible that the perfect applicant already has a job and is less likely to apply for your vacancy due to lingering uncertainty in the market, and any concerns they have over job security.
A recession can bring about different behaviours regarding attracting people and applying for new jobs. We have heard stories of companies advertising over the last few months and receiving more than 400 applications for a role, and after sifting through them all finding that none were suitable.
Useful links
businesslink.gov.uk: Access impartial advice on training and recruitment for your business. The ‘Employing people’ section gives advice on team motivation, and skills and training.
cipd.co.uk: The website of the Chartered Institute of Personnel and Development will keep you up to date with the latest news and trends in training and recruitment, as well as guidance on management.
Angus Chisholm has worked in the travel and recruitment industries for 20 years, and has been managing director of C&M Travel Recruitment since its inception 11 years go. He is a Fellow of the Recruitment and Employment Confederation and of the Institute of Travel and Tourism.