Rising turnover, shrinking talent supply, high inflation. That’s just a few of the challenges talent acquisition leaders and their organizations have had to creatively overcome in the past couple of years.
When it comes to the talent market in the United States, there’s one thing for certain: it always ebbs and flows. The same goes for the global talent market. Thankfully, there are measures talent acquisition leaders can take to successfully navigate these unique dynamics – and you can start before the headwinds begin.
4 strategies to attract candidates in the US labor market
These tips will help you hire no matter what turn the U.S. labor market takes.
Refresh your EVP so it speaks to today’s talent market
Start by looking at your employee value proposition (EVP). Employee and candidate expectations are constantly evolving. Update your EVP to ensure it resonates in today’s environment. Reach out to your employees, listen, and ask for feedback to gain an understanding of what matters most to them when it comes to what they value from their employers.
Ignite an authentic brand that addresses the market
Candidates pay close attention to how companies treat employees and how they respond to the current issues. Potential hires view this as a direct reflection of your corporate culture. So, when large employers announce they’re raising wages, candidates see how they value employees. An authentic corporate and employer brand that responds to the present climate establishes a competitive advantage when recruiting top talent.
Update your career website and ads
Other recruiting assets and activities that you should work on right now include your career sites and online advertising. Update the copy and content on your career website to be open with your candidates about what’s happening at your organization, what you’re doing, and how the hiring process may be different. A plus: it’s an owned asset, so making these changes only costs time.
Boost efficiency across the talent acquisition process
You also can manage costs by focusing on the efficiency of the channels driving candidates to your career website. Given the strange mismatch between open jobs and hiring needs, the cost of marketing to available talent is going up not down. Programmatic rules allow you to control costs while also capitalizing on the available talent. Even simple rules like turning off paid advertising once you have enough applicants for a job will help reduce wasteful spending. This strategy was already critical, and the current talent market conditions have only increased its importance.
Finding the right direction
The talent market will likely remain fluid and unpredictable for some time. No matter the state of the U.S. labor market, having the right talent acquisition strategy and employer brand positioning that speaks to the talent needed is crucial for your company to thrive.
About the expert
Former Technology Enablement Lead, Cielo
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