Attracting job seekers in one of the most competitive job markets in history is a major challenge for employers. Here’s how to continue recruiting top talent during the Great Resignation.
Most hiring and Human Resources professionals agree that the labor shortage is everywhere. There are no industries untouched by the recent “Great Resignation” that has stemmed as a result of the COVID-19 pandemic.
While the most in-demand industries for recruiting specialized talent seems to be technology and healthcare – every sector and industry is suffering to staff adequately. To hire the right talent, you’ll definitely need the right hiring strategies. Here are 7 ways to attract talent in this competitive job market.
Tip #1: Adapt to your Employees’ Needs
Experts agree that offering flexibility is one of the most solid hiring strategies that you can employ in 2022. Depending on your potential hire’s needs, conversations around flexibility can be a great way to win talent over in a competitive job market. Many have adapted in the last three years to a “work-from-home” or “hybrid” work model in terms of time spent in the office. This includes flexing time and flexible sick time. For example, nobody with kids wants to feel as though they only have one paid sick day left and no potential for a conversation about future flexibility with their manager or supervisors.
Being strict regarding in-office work time may lose your talent’s interest. Offer the right working schedule and flexibility to your preferred talent to ensure that you’re able to hire and retain that talent over time. Engage in open communications with your managers, directors, and supervisors to ensure that all employees are afforded similar flexibility across the board. Again, this will help with talent retention over time.
Tip #2: Brand your Company for the “Right” Job Seekers
Employer branding is extremely important in today’s competitive job market. If you’re not already considering how a candidate views your company as a potential place to work – you’ve got a problem. Speak with your recruiters and HR professionals to ensure that they’re able to clearly communicate the value and uniqueness that your workplace offers. Candidates who are specialized in their talent will often have multiple offers to choose from. If your company can stand out in terms of its overall value proposition, culture, perks, and corporate beliefs, then you may win the battle.
Tip #3: Review Hiring Processes Internally
Streamlining hiring processes is a major necessity for recruiting during the Great Resignation. Interviewees don’t want to jump through too many unnecessary hoops before being offered the job. One of the major no-no hiring strategies in today’s market is asking your interviewee to complete an assessment or additional work during the hiring process. Forcing hours of unpaid work or assessments on potential talent is a surefire way to lose their interest quickly.
Tip #4: Offer Professional Development Opportunities
Professional development opportunities will jump out to the right job seekers. Those who are looking to improve themselves and their own skills will see great value in a company that prioritizes professional development. Again, offering professional development shows the investment that a company is willing to make in employees at all levels of a company. Ensure that this perk is offered across the board at the organization – not just to the “higher level” or “higher value” employees.
Tip #5: Benefits and Retirement Matter
Millennials and Gen Z are looking for job security, benefits, and retirement as they look to start families in this competitive job market. “Hustle culture” and “work perks” are no longer acceptable to offer if there is no safety net for your employees. Don’t cut corners when it comes to taking care of your employees’ physical and mental health long-term.
Tip #6: Offer the Correct Compensation (Money Talks)
Salary still remains one of the most competitive advantages that companies can offer big talent. Ensure that your recruiters and HR professionals have a realistic picture of the current hiring landscape. If you’re not offering a competitive wage… you’ve lost your talent out of the gate. Additionally, don’t play the “what salary would you prefer” game with your job seekers during the interview process. They want to know the range you’re paying upfront. Too many games and they’ll be gone.
Have you tried employing any of these hiring strategies in this competitive job market? In such a tumultuous time for the economy, it will be interesting to see how job seekers change their expectations over time. Staying one step ahead as an employer is important to ensure talent retention is high in uncertain times.