Organizations across the globe are experiencing an ever-changing talent market. To stay ahead of the competition in this fluctuating environment, companies must continually reevaluate their hiring approaches.
Forward-thinking TA leaders are taking action to ensure their attraction strategy gives them an edge in the race for top talent and ultimately boosts retention. And here’s some refreshing news: there are changes you can make, both small and big, to help you stand out from competitors and land the talent vital for business success.
1. Evaluate your employer branding & employee value proposition
With the application process easier than ever at many organizations, candidates now apply first and then research the company. Effectively articulating why candidates should choose to work at your company over your competition will maintain their interest and advance them along the talent journey.
A strong employer brand makes it easier to recruit better talent and faster. Companies with a great employer brand see a 50% increase in qualified applicants and can hire twice as fast, according to a LinkedIn study. Successful organizations are improving relationships and strengthening the sense of belonging with their employees through flexible working, DEI efforts, and professional development.
You can’t rely on active channels alone to drive the candidate pipeline. Candidate attraction and engagement, specifically for hourly talent, has shifted to an “always-on” multi-channel approach. This increases the number of potential interactions with a job seeker, boosting the opportunity to communicate your company’s employee value proposition and the critical “what’s in it for me” differentiators.
A strong value proposition will also help retain your newly hired talent. Studies show that employees who feel directly aligned with their company’s purpose are three times less likely to look for a new job.
2. Ensure your total compensation benefits reflect the new environment
Adjust your total compensation package based on new candidate expectations. The flexibility to work from home was once unique but is now table stakes. Take a fresh look at your current approach to explore new ways to attract talent and reinforce your core values. Perks to consider include:
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- On-site child-care
- Meal delivery services
- Ride-sharing for on-site workers
- Continuing education programs or stipends
- Improved paid vacation
- Schedule flexibility
- Daily pay for hours worked
- Sign-on or retention bonus
3. Update job requirements or minimum qualifications
To maintain forward momentum in your hiring funnel, be more flexible with job requirements and minimum qualifications if the position allows. A few ways to do this are by:
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- Adjusting the background check component of the hiring process to speed up the application, screening only for must-have items.
- Training people who aren't traditionally qualified, so you'll attract a wider candidate pool.
- Removing assessments or moving them later in the process to when candidates are highly engaged with the opportunity.
Example: A large consumer brand company eliminated its drug screen panel and reduced its background check to only include employment and criminal history over the last two years. Because of these changes, they were able to cast a wider net and find additional candidates to fill vacancies.
4. Carefully craft your job listing
Job seekers only read about 17 seconds into a job description before deciding whether to apply. So, step back and think about how your job listing is written – language, formatting, and complete application process. To land the talent you need, ensure you’re communicating the role and organization effectively. Here are some nuanced things to consider:
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- Keep the posting concise
- Avoid technical jargon or acronyms
- Accurately describe the role and benefits
- Use bullet points for easier reading
- Highlight benefits & perks toward the beginning
- Include compensation information
In addition to a candidate-friendly job posting, it's equally important to have a quick and easy application process. Do you really need a resume? You can often get a good sense of someone’s skills and history from LinkedIn or for some roles, like hourly, resumes may not be necessary.
5. Only advertise readily available positions
Familiar concepts such as talent pipelining don’t work in today’s market. When you cast a wide net to expand your talent pool, your organization is open to criticism from candidates who think they’re applying for a specific position. By allowing people to apply and interview for high-demand roles that aren’t available, you’re wasting the candidate’s time. It’s unlikely they’ll respond to your company postings in the future or worse, not recommend your organization to others.
Timelines from job offer to start date differ based on roles and industries. For example, candidates applying for advanced manufacturing roles should start within two weeks of their job offer to reduce the likelihood of candidate loss. If you have advance notice on a vacancy, you can still pipeline by identifying candidates to target and work on your recruitment marketing plans. But the outreach itself needs to be closer to the actual need.
6. Prioritize candidate engagement
Making candidate engagement a priority across your talent acquisition team will incorporate it into your workflow. To ensure candidates get what they need when they need it, become more accurate in how and when you’re engaging candidates. Think about the communication methods they use, like texting or social media, and adopt those. Increase the likelihood of engagement by asking candidates their preferred communication method. Automation and technology can also help personalize the experience by sending relevant messages throughout the recruitment process.
Ninety percent of text messages are opened and read within three minutes, so stop relying on emails that leave you hoping candidates will read them.
Example: A leading environmental services provider improved their speed to hire by texting candidates. After moving from emailing candidates to texting a self-schedule interview link, the organization saw a 50% increase in same-day scheduling.
Today’s complex job market requires talent acquisition leaders to be creative, compassionate and adaptable. Think about what differentiates you from your competitors. Consider those seeking employment when creating a job post and process. Start small. Tweak a little part of your talent acquisition strategy and see what happens.
This fluctuating hiring environment is likely around for the foreseeable future. But you can act to recruit the necessary talent your organization needs to be successful. Unsure of how to get started? Working with a strategic talent acquisition partner can help ensure you reach and engage the talent you need.
