No matter what kind of industry we are talking about, a successful company can’t be imagined without a motivated, well-trained and skilled workforce. Even if we have the best tools and the best business infrastructure, the company will lag if proper people do not use these tools.
Unfortunately, getting access to these workers that will lead your company to stardom is not always easy, especially considering that the United States is going through one of the worst labor shortages.
No need to worry, though – let us look at some of the most effective recruitment strategies to help you solve this problem with ease.
Use automation to streamline the process.
Getting the best hires involves going through dozens and, in some cases, even hundreds of applicants. With that in mind, we can agree that the activities like checking the biographies, assessing surveys, and scheduling interviews can be made much faster and streamlined with AI and dedicated tools. However, introducing a higher level of automation in recruitment doesn’t only speed up the process and rationalize expenses. By eliminating the chance for human error, you are also getting better results.
Prioritize internal mobility
In some cases, the applicants for some positions won’t meet the standards of your organization. It shouldn’t be a wonder then that nine out of ten human resource leaders believe that their companies’ open business roles can be filled internally. So, try penning a comprehensive internal development program and grooming prospective employees for higher-level positions as soon as they adjust to business. Of course, these initiatives should be accompanied by formal third-party training and certifications.
Consider hiring third-party help.
In most cases, the benefits you will get will outweigh the expenses you will be asked to make. But, even if we put this aside, the fact remains that the hiring companies have great leverage in the labor market, so you can get access to talents that weren’t even on your radar. In the case of industries, for instance, the construction sector features one of the worst labor shortages today; hiring the services of a professional construction recruitment agency can save you a lot of trouble along the way.
Put more effort into advertising.
Sometimes, the companies had to put minimal effort into luring in the candidates because the best talents usually come knocking at their doors. These days, however, the surveys indicate that most job applicants come from various job boards (52.17%) and career sites (33.90%). Suppose they want to access top-tier talents seeking career opportunities on such social hubs. In that case, the companies need to invest much more effort into career marketing and make themselves stand out from the competition.
Devise a comprehensive candidate referral program
Candidate referrals are some of the best, most streamlined, and cost-effective ways to find and hire the top talents that are often invisible to the labor market. These perks mostly come from the fact that the scouting is completely in the hands of your employees and requires a very low amount of internal company resources. However, you do need to offer your employees some incentives in cash bonuses and an extra day off. Also, clear and easy-to-understand referral instructions are highly advised.
Activate the passive candidates
If you are unfamiliar with the term, the passive candidates are the employees who are not necessarily looking for a new job but would be willing to move to a new position if faced with a better offer. Believe it or not, these candidates make as much as 70% of the present-day labor market. So, even though this method may sound like poaching or unethical, aim a portion of your marketing assets (usually mailing lists and social media channels) to the people employed at another company.
We hope these few examples will help you devise a recruiting strategy that will be able to overcome the issues of the current labor market and give your company access to the best candidates available at the moment. Sure, the number of free agents may be scarce these days, but that is not something that can’t be solved with a couple of clever strategies and a broader hiring view. So now you know where to start.