4 Ways to Land Top Talent in a Tight Employee Market
The battle for good talent can be tough for organizations to win. Candidates’ expectations are higher post-Covid. Many people’s priorities have shifted toward remote or hybrid arrangements and meaningful work. Candidates want to be reassured your company’s culture is going to sync up with their personal values.
People want a job and an environment that justifies the time they give up for a salary. And while more companies are increasing wages and sign-on bonuses, HR departments are still having trouble filling open positions.
Common recruitment tactics like using LinkedIn and online job boards such as Monster and Indeed are no longer enough. In today’s labor market, reaching both passive and active job seekers requires a new way of thinking. Finding ways to fill your candidate pipeline means re-examining the basics and looking beyond traditional methods.
1. Look Farther Afield
As noted, the Covid-19 pandemic has changed employee’s expectations regarding remote work. What’s more, it’s opened employers’ eyes to its possibilities. If you’re going to be hiring remote positions anyhow, why not think really remote? When you’re struggling to find talent locally or even nationally, it may be time to look beyond U.S. borders. In this case, the world really could be your company’s talent oyster.
Hiring globally doesn’t have to be as complicated as you might think. International companies can use a global payroll solution to maintain benefits across multiple countries while staying compliant with local labor laws. These platforms can do more than send out direct deposits and track employees’ hours. They can manage the whole local employment process from beginning to end.
If your company hasn’t established a legal presence in a particular country, your partnership with a platform of this type can fill that gap. You won’t have to create a new joint venture, LLC, or corporation in that location. The payroll solution will help you get local workers on board by acting as the employer of record. This essentially means the solution is the employer on paper for legal purposes, but your company benefits from the talent.
2. Revamp Your Recruitment Tech
Put yourself in a candidate’s shoes. Does your current applicant tracking system make it easy to apply and submit résumés? Are there other tools you’ve overlooked that can reach potential employees your online postings might miss?
Applicant tracking systems can be an efficient way to automate and streamline candidates’ information and documents. If your organization isn’t using them, you can start relying on automation to organize talent according to interests and expertise. You can easily keep candidates in the loop during the application process while focusing on your overall recruitment strategy.
Companies that do use applicant tracking systems might want to take a second look at how they’re set up. Does the system require applicants to upload a résumé and then enter that information again in a form? That’s a good way to turn off candidates and send them elsewhere.
You want to make the process within the system simple, personable, and efficient. Make sure applicants don’t have to complete too many steps or answer questions that might be perceived as inappropriate at the application stage. Use applicant tracking systems that sync with online job boards so candidates don’t get bounced between sites.
3. Hire Interns, Temps, and Contractors
Creating an internship program and using temporary and contract workers allows your company to build a future employee base. When you hire interns, temps, and contractors, both you and the workers get a chance to try each other out. You become familiar with someone’s work habits, communication styles, and critical-thinking skills. And they get a chance to see what it’s like to work for your company and in certain roles.
If an intern or temp performs well, you can always hire them as a permanent employee. You can implement a development or introductory period, giving interns and temps the option of coming on board afterward. Many organizations keep in touch with interns after they complete their programs, letting them know about open positions. Other companies initially hire contractors for open roles, giving them the ability to later convert to full-time employees.
Gartner’s research indicates 32% of organizations are hiring contractors in place of full-time employees. Although companies are using contractors to save labor costs, creating positive experiences and relationships can help fill future open positions. You may not need to spend time recruiting for these roles if a current or former contractor is a fit.
4. Create Conversations
Make sure your company is creating and promoting information that makes people say, “I want to work there.” If you’re having trouble finding candidates, it may be because candidates don’t know enough about you. Sure, they’re aware you’re looking for IT help desk techs, a marketing director, and a few warehouse workers. But so is another company with podcasts and blogs featuring employee spotlights and testimonials.
Follow their lead and create a robust careers page on your website with videos showing some of the projects departments are working on. Use separate social media pages to promote content about open positions, recruiting events, and what it’s like to work at your company.
Encourage interested candidates to submit their résumés any time, creating a database of leads for human resources. Have a separate page for former employees to let HR and past supervisors know they’re interested in rejoining your organization. Company recruiters should be on forums, replying and contributing to relevant discussions about candidates’ pain points. They can reveal behind-the-scenes company information that people usually don’t see until they become employees, thereby cultivating a relationship and establishing goodwill.
Think of all this as content marketing for HR. You’ll get leads and move them through the “buyer’s journey,” eventually converting some to employees. And if those leads don’t convert now, they’ll know who you are, what you can provide, and what you stand for. They may come back when the time is right.
With more companies fighting for qualified, available workers, you’ll have to take your recruitment strategies up a notch. Financial incentives like bonuses and above-market salaries may motivate candidates to look twice but not necessarily apply. You’ll need to think beyond conventional recruitment methods to stand out from other companies that can offer the same perks. If you don’t, you’ll be missing out on the talent another company’s already hired.
This article has been published in accordance with Socialnomics’ disclosure policy.
