Issues and current trends
No less then £12 billion was wasted on poor recruitment last year while the most recent Recruitment Employment Confederation (REC) 2005 jobs report shows that the number of unfilled vacancies is still climbing and has risen by 6.2% in the past year alone.

The movement of labour is also having an impact on the state of the jobs market with the average employee now jumping ship every two years while a dearth of good candidates actively seeking work is adding to the problems.

Solutions
These current trends are having a profound impact on the state of the labour market and the impending war for talent. See our practical tips on how to get the right candidates in place:

• Get professional help: Many HR departments rely on company pay scales to set rates in bands. If these have not been recently market tested then no amount of advertising will get the right person to apply. Consider engaging a recruitment agency that specialises in your sector to fill the vacancy, as they are likely to be dealing with vacancies specific to a market or a profession. Comparable pay rates data will help you to revise out of date pay scales against up to date market rates.
• Extend the search: If there is a shortage of good candidates looking for work then you should consider widening the pool. Using a headhunting consultancy is a good way of extending the search outside normal circles to those who may not actively be seeking work but with the right opportunity could be interested.
• Beat the CV fraudsters: Sifting out CV liars is the next job. According to the Chartered Institute of Personnel and Development’s (CIPD) Recruitment, Retention and Turnover Survey 2005 one in four companies had to withdraw a job offer last year because an applicant had lied on their CV while a similar proportion sacked someone for the same offence. A qualified recruitment consultant can help with this problem. They should be versed in detecting CV lies and can undertake career checks to verify the facts.
• Be flexible: In a candidates market, flexibility is key. Many applicants are looking for flexible working options over and above employment and pay benefits. Offering cafeteria-style options is one consideration which allows staff to pick and choose from a range of lifestyle benefits including, for example picking extra holiday over flexible working. The numbers of middle managers opting for interim contracts is a sign of the value bosses will need to place on the range of rewards on offer if they want to hang onto key talent.

Further information:
*See the REC’s head hunting division the Association of Search and Selection Consultancies
* Still looking for further help? Post a question to HRZone’s Any Answers and connect your latest recruitment questions with expert advice

Marcia Roberts, is Deputy Chief Executive of the Recruitment Employment Confederation (REC), a body representing the £24.5 billion recruitment industry.