Finding it challenging to onboard new talent? You may need to rethink your recruitment strategies.
Now that the threat of the pandemic has subsided chiefly, many entrepreneurs and business owners are ready to make recruitment a high priority. If you fall into this category, you might already be aware that hiring within a post-COVID talent market is proving to be more difficult than expected.
And why is that? Surely people are itching to get back to work. The truth is, all that downtime has given individuals a lot to think about. Among them is what they are and aren’t willing to put up within the workplace. Employees are coming to potential employers with higher expectations than ever before, from more flexible schedules to remote working options to higher wages.
In addition, research shows that employee retention isn’t just about the perks you can offer either. Jobseekers are far more interested in a workplace that adopts a company culture that centers itself around trust, accountability, social responsibility, and diversity.
If your recruitment strategy isn’t addressing these needs, you’ll not only find it challenging to onboard new talent but to keep your current employees happy as well. In fact, your best team members are likely being scouted and propositioned by other recruiters this very minute.
So, what are some key ways employers can rethink their recruitment strategies?
During the recruitment process, job seekers are starting to value transparency above all else. Be sure to paint an honest picture of what candidates can expect from their role as well as the benefits of working with your company.
Candidates want to get a sense of the company’s culture and community involvement, as well as what potential opportunities for advancement could await them.
Transparency should be in place even before the interviewing stage. For instance, many jobseekers today might become frustrated upon interviewing for a position they expected to be remote only to find out that’s not an option. In the end, by neglecting transparency, you could be wasting not only the candidate’s time but also your own.
Since the pandemic, jobseekers have been much more cognizant of their need for flexible work arrangements. Whether it’s offering a hybrid work model or allowing employees to create their own schedules that work best for their lifestyles, for many, flexibility is a non-negotiable.
More and more, we’re seeing the importance of creating a healthy work/life balance. And the reality is that if your company is unwilling to provide some sense of flexibility, your potential candidate won’t have a hard time finding one that will. Surveys show that 84 percent of Canadian companies will consider some sort of permanent work-from-home policy post-pandemic.
Individuals are beginning to prioritize their mental health and avoid situations that will ultimately lead to burnout. This can positively aid in job satisfaction, employee retention, and work performance.
Hire for the People, not the Positions
Successful companies understand that employees are more than just their job titles. They are real people with thoughts and ideas – people you ultimately would want to see turn into leaders.
Effective employee recruitment involves more than just looking for someone to fill a position. Instead, companies should consider onboarding qualified individuals they feel best align with the core values and goals of the business.
For example, Nationwide Mortgage Bankers (NMB) opts to hire new employees regardless of the vacancy of positions. “We try to hire ahead of when we are going to need to add employees,” says Jodi Hall, president of NMB. Hall suggests recruiters should hire experienced employees, find out what they want to do, what their strengths are, and create positions around that.
Whether you have new positions to fill or not, it’s important to note that your greatest recruiting tool is retaining your staff. Pay your employees fairly, honor their career goals, and spend focused time and energy on building a culture that makes them want to stay.
Be forward-facing with the company values, employee life, and community involvement, and limit the technical jargon.