The Secret To Supercharging Your Recruitment Strategy


It's essential to acknowledge the changes occurring in the workplace as employers & HR leaders try to grow their workforce in the face of competitive employment markets. The pandemic has transformed the workplace and shifted the expectations and priorities of workers. Employees are re-evaluating their work and profession, looking for more rewarding opportunities and higher wages. How can hiring managers and recruiters modify their talent strategy to stand out as these changes occur?


1. Flexible Work Policy


The past two years have shown many employees' ability to work effectively outside the traditional office environment. Employers are moving back to a physical workplace as conditions allow. However, some employees might be reluctant, which has proven to be a significant factor in recruiting talent in a tight labor market. Candidates are emphatic about having workplace flexibility. What impact will this change have on recruitment?


Remote And Hybrid Methods Can Increase the Talent Pool:


Organizations concentrate on available talent where they do their business when it is focused on one area. However, with remote work opportunities, recruiters can access a broader range of candidates than those based in different states or countries. The increased flexibility may make it easier for employees to balance work and life. For instance, caregivers might be capable of managing the demands of their professional and personal lives in a remote and hybrid working environment.


In the modern workplace, remote & hybrid work are popular. According to research, two-thirds (64%) of the workforce is likely to consider looking for a new job if they were obligated to return to the office full-time. Despite popular belief, younger people (18 to 24 years old) are the most reluctant (71%) to return to the workforce full-time. More than half (52%) of employees are willing to accept a wage loss of up to 11% in exchange for this arrangement, showing their willingness to make sacrifices in return for greater flexibility or a hybrid model.


The Cost of Transportation:


The cost of traveling to a physical workplace can significantly reduce the take-home pay of employees. Consider the cost of fuel, public transport service, or daycare. These elements may affect your organization's retention to recruit and keep a diverse workforce. Additionally, they can raise wages, which might not be a long-term viable business reality, causing these prospects to look for employment elsewhere.

Onboard Onsite:


Bringing back the team to the workplace has several benefits, including a more seamless and thorough onboarding process for new employees. The first year with the organization is very crucial. Personal training and interaction with coworkers help employees feel more connected to the culture & eventually, the company.


Employers who provide their workers more freedom to choose the model that best suits their requirements will be more successful in retaining talent in today's workforce.


2. Redesign the Resume


Workers are aware that the required skill sets have changed across the globe. Employees want a future-proof career. According to the study, almost a quarter of workers (23%) revealed that they are actively attempting to change jobs and move to a "future proof" sector where skill sets are in higher demand over the long term, where they perceive the best prospects for career development, and where they see the most significant earning potential.


Hiring managers and recruiters may need to move away from the traditional Resume & focus more on the abilities required for the position as skills continue to change and a general labor shortage. Is a college degree necessary for the job? Does the applicant have to have taken the conventional career path? Ultimately, you want them to have the required abilities, a strong work ethic, and moral character. Consider whether they fit with the culture and purpose of your company. The remainder is frequently trainable if they have the appropriate fundamental beliefs.


3. Seek talent in new areas


You might be prepared to rethink the structure of certain professions with

this focus on talents. Do specific tasks have to be assigned to a single position? You could divide them into various parts, some of which are part-time. Additionally, it creates new channels for recruiting candidates.


Campus Recruitment:


Organizations have typically visited master's programs and four-year colleges to recruit on-site. To access diverse talent pools, think about utilizing community colleges. Use both conventional in-person and virtual ways to communicate with students.


Micro or Non-Degree Programs:


Similarly, more workers are looking for shorter, intensive programs focused on a specific skill set, particularly early in their careers. This is a fantastic way to explore new opportunities or develop existing abilities. For instance, micro degrees are offered in supply chain management, programming, cybersecurity, and many more. These programs often last a few months to a year and only consist of two or six modules.


Apprenticeship programs:


Of course, trade apprenticeships have existed for a very long time. However, more commercial and academic organizations are using them to upskill new or existing employees. Registered internships frequently come with compensation, mentorship, portable credentials, and classroom and on-the-job training. The benefit of apprenticeships is that participants develop the skills necessary for a particular career and enter the workforce immediately upon program completion.


Inner Reskilling:


The top candidates are often already employed by your company. Many employees have been prompted to rethink their employment options by the outbreak. Many staffers are eager to learn new skills. Let's say you already have staff members who share your company's basic principles. Why not allow them to retrain through non-degree, micro-degree, or other intensive educational programs?


4. Know Your Competitors


Employers and recruiters must understand how they compete with rivals for any particular position, not just in terms of pay & benefit but also in terms of perks, flexible hours, culture, career/skill growth, and social responsibility. Always remember that this is talent intelligence.


Identify and study your competitors. Though not necessary, it might be another business in your industry. For instance, Network administrators have a wide range of jobs. Learn about what the rivals are presenting. You need to know your position in the industry and what you can give to advance, whether you're preparing to recruit or fire someone. You may see how you compare to the competitors using benchmarking tools.


5. Embrace Data & Automation


Over the past ten years, many new HR data tools have emerged on the market. Employers can benefit in various ways from internal human capital management (HCM) data analysis. For example, it can assist companies in predicting and preventing turnover. Employers may see when turnover generally happens in various positions based on historical data and thus take action before an employee starts exploring for work.


Platforms for engagement are also important in a mixed workplace. They can assist managers in supporting employee engagement and performance and increase employee visibility. Tools that remind managers to check in with their direct reports can help maintain good bonds. These moments are crucial. It allows organizations both retain & recruit quality employees in a competitive talent market.


There is no denying that the employment sector is difficult for recruiters. However, the pandemic has altered the workplace. It's your responsibility to inform hiring managers of these changes and offer them fresh ideas for finding qualified candidates.

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