Do what you’ve always done and you’ll get what you’ve always got!
How can you handle recruitment differently in 2026 to get a head start? One thing’s for sure, if you do it the same way, you’ll get the same results. So, what needs to change?
Could you build recruitment into your goals for 2026, or prepare a robust recruitment process? And have you thought about retention?
For me, this exercise falls into two sections.
1. What you can learn from your existing team
- What do people like about working for your business?
- Why do people leave? Can you address any of the reasons for this?
- What do your teams regularly ask you for?
- Do your people have the capacity and skills to meet predicted business demands for the year ahead?
- In terms of retention, what went well last year and what didn’t?
- What can you do for the people who are doing a great job for you right now, such as recognition or more responsibilities?
- Is there anything else you can implement for your existing teams, such as flexible/remote/hybrid working, reduced working hours, a 9-day fortnight or a 4-day working week, a holiday buy-back scheme, etc? During the interview – communicate exactly what the job is all about, what your business ethics and values are, everything about the working conditions, hours, benefits, working location etc. and whilst you do your best to create a welcoming appealing workplace – be very clear and open about exactly what the job is all about.
2. What you need to consider when recruiting for business growth
- Skills Shortages: What skills are you currently lacking in your team?
- New Talent: If you have to bring in new people, have you researched salaries for these skill sets? What are competitors paying and offering to attract people with these skills? How are you going to attract these individuals? How long will it take? Are they in short supply?
- Replacing Leavers: If people leave, will you replace them with exactly the same job description? Or will you take this opportunity to review and update it in line with business growth?
- The Recruitment Process: When do you want these new people to start? Who is going to train and evaluate them? How will success be measured? Who is going to manage the recruitment process? Are you asking the best questions to recruit for values as well as skills and experience? Are you onboarding in the best possible way? Do you manage the probation period effectively?
And remember, if you do what you’ve always done with your recruitment, don’t be surprised if it continues to be the hardest element of your business!
It isn’t the industry sector we specialise in; it’s the way we find the best people – the right individuals for your business.
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