Let us start off by saying, we know that you’re all too familiar with the talent shortage. Countless headlines warn businesses about record low unemployment rates that have been lingering for months. It’s a tough time to be in the market for talent – you get it. While tempting to write recruitment woes off as “that’s just the way it is right now”, if you aren’t continuously looking for ways to come out on top in the race for talent, another company will. Let us give you a jumping board. Below are four ways to refresh your recruitment strategy in 2019:
Think Outside the Job Description and Recruit for Potential
Finding job seekers is hard enough in 2019, don’t miss out on potential star performers because of a rigid list of “must-haves” and outdated red flags. If a candidate is missing a few qualifications but is otherwise stellar, really ask yourself how necessary the skills and experience in question are. Better yet, do they have proven experience learning a new skill from scratch? Are they passionate about the industry and your company? Are they eager to make a difference?
Consulting firm Korn Ferry stresses the importance of looking past resumes by suggesting that treating employment gaps as red flags is an archaic recruiting practice. Instead, taking time to understand why candidates have gaps is critical for fostering a diverse workforce full of varying life experiences that will support, not harm, workplace culture and productivity.
This risk of relying too much on black and white candidate profiles is especially prevalent in 2019 as dozens of AI-based screening programs promise to weed through resumes so companies are only presented with the most qualified candidates. While this can save time at the start, algorithms overlook the nuances that signal a candidate’s potential, which is best assessed through real human engagement. Challenge your hiring team to think outside of the job description and get to know their candidates on a deeper level – we bet they’ll be surprised.
If You Don’t Believe in Your Employer Brand, Why Should They?
Identifying top talent is only the tip of the iceberg in today’s talent market. Once you have your sights set on a rock star candidate, you need to ensure that your employment offer is better than the others undoubtedly being thrown their way. Today, this takes a lot more than relying on the power of your company or even the salary you’re prepared to offer – you need to develop an employer brand that candidates can feel confident in. In fact, according to LinkedIn, 70% of professionals wouldn’t work at a leading company if their company culture didn’t impress them. Bottom line: Job seekers struggle to connect with companies without a clearly defined set of values, mission, and culture.
The task of developing an employer brand can feel daunting. If you find yourself staring at an empty page waiting for ideas to come and only drawing blanks, just ask yourself these simple questions: What type of organization do you want to lead? What type of people do you want in this organization? Once the ideas start flowing, craft a succinct list of values and a forward-focused core mission. Once you have these down, you can put the pedal to the metal creating an authentic employer brand and culture that stays true to your mission and values – one that you can believe in.
Remember, authenticity is key. Not every company is for every job seeker. While it can be tempting to dazzle candidates with what you think they want to hear, if your employer brand doesn’t truly represent your company culture, your risk for turnover (and unnecessary recruiting costs) skyrockets. Which brings us to one of the most critical parts of your talent strategy…
Retaining Top Talent Starts with Leadership
One of the most common mistakes employers make when it comes to their recruitment strategy is overlooking the importance of employee retention. All too often new hires are met with fanfare and support for the first couple of weeks only to be an afterthought once onboarding is over. This is turnover waiting to happen. A study by LinkedIn showed that when it comes to keeping employees happy in their current roles, two of the top three factors at play were a sense of belonging and support from leadership.
It’s up to the leadership within an organization to stay true to their company values in everything that they do. In fact, through a series of studies, Gallup found that organizational leaders have a heavy impact on 70% of employee engagement scores and that one in two employees have left a previous position just to escape toxic management. I challenge you to discuss the idea of leadership and what it means at your organization during your next leadership meeting. How can you adjust your leadership strategy in a way that’s true to your organizational values and makes employees feel welcomed and empowered? If you already are, how can you improve?
Turn to an Experienced Staffing Provider for Support
The truth is, there’s no blanket solution for overcoming the talent shortage. Many organizations find that even with the ideas above they could still use the help of experts in the recruitment space. That’s where Ethan Allen comes in. We have over fifty years connecting Hudson Valley businesses with the talent they need to succeed. Let’s talk about refreshing your recruitment strategy so you can refocus your efforts on what you do best.