Hiring when unemployment levels are low presents its own set of challenges for HR managers and recruiters. Overwhelmed with the feeling that the majority of quality talent is already employed coupled with the longer lead times to capture candidate attention is not ideal when hiring needs are immediate.
By introducing these effective changes to your recruitment strategy, you will attract and hire high-quality candidates, despite the tight labor market conditions.
1. Promote from within
Your current staff should be the first place you look when filling new or vacant positions. Employees who have been with your company for at least two to three years should have a solid understanding of your organization, be familiar with the job expectations, and have developed skills that make them a great fit for internal growth.
Look for talent working in specific departments when filling roles, as employees may already be doing the work and have the experience needed for the position. Promoting entry-level employees can be beneficial for garnering loyalty among employees whom you want to stay for the long run.
2. Consider investing in entry-level talent or start with trial period internships
While experienced candidates may already be employed, there is a consistent funnel of graduates who are hitting the job market annually. Recent graduates may lack professional experience, but the right attitude drives a passion and a willingness to learn.
Consider starting the position as temp-to-hire or have a trial period to make sure they can successfully perform the job requirements. Allow enough time to get them acclimated in order to truly assess their ability to thrive in the position. Or, consider changing the position to one that an entry-level employee can grow into by reducing the amount of responsibilities and having a manager oversee the role. An early investment in a person new to the workforce could result in a valuable, loyal employee for your company.
3. Rethink the requirements
This strategy aligns with the concept of considering entry-level candidates for open job positions. While you should not hire unqualified candidates, consider loosening some of the requirements to open up the candidate pool. Are there skills and techniques that can be learned on the job or after the candidate is hired? What are the skills that cannot be taught? Focusing on these elements expands your applicant reach.
If it makes sense, invest in educating the employee in the areas you would like to expand their skill sets. According to LinkedIn’s 2018 Workforce Learning report, 93% of employees would stay at a company longer if it invested in their careers. Start new employees off with a positive experience by showing your commitment to their success in your organization.
4. Treat your job post like an advertisement
All advertising is visual except job advertising due to the reliance on the ATS and text-based job descriptions. Recruitment marketing is a new concept that is quickly gaining traction in the space breaking down the silos between marketing and human resources. Employer branding is a top goal for progressive organizations, but the reality is that these concepts can be expensive and complicated to launch.
VIZI was created with a visual-first, easy-to-implement philosophy in mind. The patented technology instantly transforms text-based job posts into visually engaging, branded job posts that effectively advertise the position and your company. Additionally, each VIZI has the ability to track views, clicks and applies, just like an advertisement. Adding a solution like VIZI to your recruitment efforts is an easy upgrade that can attract, engage, and inform candidates early in their journey.
5. Showcase company perks
Incorporating unique job perks is an effective way to differentiate your organization and attract passive candidates. Proactively communicating compensation, benefits and corporate culture is a great opportunity to highlight what makes your company unique.
In addition to basic benefits like vacation, sick time and healthcare, incorporate visuals, videos and even testimonials from current employees who can speak to the corporate culture and what day-to-day work life is like. Giving candidates an authentic glimpse into your organization will go a long way in attracting like-minded applicants.