As the summer of 2023 draws to a close, successful companies are already planning ahead to attract the best talent for their vacancies in 2024. But why is it so crucial to start the recruitment process early? In this blog article, we look at the reasons and challenges that companies face in recruitment. We draw on the expertise of Ilka Szentkiralyi, the founder of indivHR. We will also introduce real-life examples from the IT world to illustrate the relevance of this topic.
1. the battle for the best talent
"The talent landscape today is extremely competitive. The demand for highly qualified specialists far exceeds the supply," emphasises Ilka Szentkiralyi. Companies that start looking for candidates late run the risk that their desired candidates have already been contracted elsewhere. A timely start is therefore crucial in order to keep up with the pool of top talent.
2. time-consuming recruitment process
Another aspect to consider is the duration of the recruitment process. It often takes several weeks or months from the creation of the job advert to the final recruitment. "The lead time for identifying, approaching and selecting suitable candidates cannot be underestimated," says Ilka Szentkiralyi. By starting the process at an early stage, companies increase their chances of getting the specialists they need on board in good time.
3. employee retention and onboarding
A long-term recruitment approach enables companies to better understand the needs of candidates and optimise the onboarding experience. "A targeted approach to the interests and wishes of candidates contributes to long-term employee retention," explains the indivHR expert. Efficient integration of new employees promotes motivation and increases productivity within the company.
Practical example 1: A leading IT company
A leading company in the IT sector wants to expand its development department in 2024. As competition in this sector is particularly intense, the HR department decides to recruit the new specialists as early as summer 2023. By advertising vacancies early on and actively approaching candidates directly, they are able to attract a large number of talented developers and engineers who would otherwise have been contracted elsewhere.
Practical example 2: Start-up in the tech sector
An up-and-coming start-up in the tech sector has big plans for 2024. The company is planning to launch new products and services and needs a specialised team. Early on, the start-up recognises the need to find suitable employees who have both technical expertise and an entrepreneurial spirit. By launching on time in 2023, they will be able to attract a group of visionary specialists who will make a significant contribution to the company's success.
Given the competitive talent landscape and time-consuming recruitment process, organisations should not delay any longer. Start your search for the best candidates for your 2024 hires now! indivHR is at your side with its many years of expertise and a personalised approach to attracting the right talent for your company. Book your free initial consultation now and secure a head start in the competition for the best minds!
