Finding candidates – and securing the one you want – has been a top challenge facing companies in today’s employment market. Employers must act fast and make the best offer or risk losing a great hire to the competition. What are some factors that have led us to this point?
Shifting Priorities
The pandemic caused many people to reconsider what is most important in their lives, and to reprioritize work accordingly. While money is still top of mind for many, it’s not everything. Candidates are now looking for other benefits that enhance their quality of life such as flexible hours, more time to spend with their families, less stress, and perks including wellness programs, top-tier health benefits, or reimbursement for commuting and childcare. Some are even switching career paths to follow their dreams. Still, others are not returning to the workforce at all, leaving many roles unfilled.
Expanded Options
With the newfound prevalence of remote work, there are more options for candidates to find desired roles. Candidates can now work from anywhere with a good internet connection. Likewise, the pool of candidates has expanded for employers willing to take on remote workers.
To find and retain top talent for your business, here are some tips:
• Speed Up Recruiting Process. Good candidates go fast. They know what they want and know what they’re worth and they will jump at the best opportunity. Therefore, if you find candidates you are interested in, streamline your interview process to make a sound decision in less time.
• Narrow Down the Field. Instead of collecting and interviewing a large pool of candidates, narrow your focus to the top two or three candidates that impressed you the most on first review. Spend your interviewing and decision-making time with these individuals so you can expedite the process.
• Communicate Clearly. Explain your process and timeline to candidates and stay in touch throughout. If things are taking longer than usual, let them know you’re still interested and provide a timeline. The last thing you want is for the candidate to rule you out because they haven’t heard from you and assume you’re not interested.
• Bridge the “Skills Gap.” Having excessively rigid requirements for any given role might mean you’re losing out on great candidates who may not check every box. Consider your “non- negotiable” skills versus what can be learned later. Be open to candidates who are quick learners and would bring other valuable skills to your team.
• Be Ready with a Counteroffer. When you make a decision, it’s likely your chosen candidate will receive multiple offers. Know ahead of time how much wiggle room is in your salary budget or what additional bonuses and perks you can offer to counter the competition.
• Promote Your Employer Brand. Check your organization’s reviews on employer review sites like Glassdoor and invest effort in your social media presence to make sure your employer brand is clearly defined and communicated. Glassdoor reports that about 69% of job seekers are likely to apply to a job if the employer actively manages its brand.
What about remote work?
The global pandemic completely changed how people work, and by May of 2020, about 35% of the employed workforce were working from home. It took a few months and countless technical glitches, but remote work became the norm as office re-openings were repeatedly postponed due to new waves of the coronavirus.
A desire among many to remain remote (or at least remote some of the time) has prompted companies to think of the workplace in new ways. Some announced remote-only work going forward, while others are experimenting with a hybrid model of remote and in-office work. Many workers enjoy the benefits of remote work – and feel more productive. Surveys of employees revealed that many felt their productivity was the same or better while working from home compared to working in an office.
Many companies shifted to 100% remote work, while others adopted a hybrid model or required employees to return to the office space. Increasingly, many workers are seeking only remote opportunities and are willing to take less pay for the flexibility remote work affords. How can employers be ready to address remote work?
• Be Open to Employee Expectations. The new reality is that many employees want to work from home, citing reasons such as productivity and decreased commute time. They want it so much they’re often ready to take a salary cut to change to a remote job. Consider adapting to remote options to keep your employees happy and motivated – even if that means changing the way your company has “always done things.”
• Weigh the Hybrid Pros and Cons. The hybrid model – where employees can come into the office a few days and work remotely the rest of the week – offers the best of both worlds, with the productivity of remote work and the team building that comes with face-to-face interactions. Hybrid models bring some challenges to be considered, too, including increased overhead for office space, potential issues if workplaces must close again in the future, and perceived inequalities between in-office and remote workers.
• Focus on Engagement. Whether your employees are in-office, remote or a combination of the two, it’s vital to keep teams connected, informed and engaged. Building a strong company culture, utilizing video conferences, team-building activities, and regular one-on- one meetings for all employees can help ensure everyone feels part of the group and working toward the same results.
Attracting and Retaining Talent
Anyone who’s hiring – or wants to keep their current employees from straying – must consider these factors when attracting, securing, and retaining talent.
• Flexibility. Candidates want flexibility when it comes to work schedules and locations. Glassdoor reports that job searches for remote work have increased 460%. Don’t be surprised if candidates don’t want to apply for your job
if there is no remote option.
• Benefits and Perks. Yes, salary still matters. However, candidates are looking for more than just high salaries. Employers are also offering more to lure and retain top talent, including hiring and performance bonuses, commute expense reimbursement, financial helpfor childcare, outstanding healthcare benefits, and employer-sponsored wellness programs.
• Diversity. Diversity in the workplace is an important topic, and many employees want to see their company increase diversity efforts. Define your organization’s position and plan and communicate it enterprise-wide.
• Social Responsibility. Develop a plan for how your company can give back and bring awareness through social media channels. According to Glassdoor, 75% of employees ages 18-34 expect their employer to take a stand on important issues affecting society.
• Purpose. Studies show that employees who feel a strong sense of purpose at work are more satisfied, productive and engaged. Make sure your organization has a defined purpose that is communicated regularly.
Navigating today’s complex hiring market is a challenge for all employers, no matter their size or location. When you need expert guidance, a staffing firm like Roth Staffing Companies and its specialized lines of business can be a valuable partner to help you succeed in securing top talent for your organization.
This article was provided by Roth Staffing Companies. Learn more at rothstaffing.com.
