Need an edge in your competition for talent? Think December, when there may be 35% fewer job postings trying to attract the normal volume of jobseekers. If you’ve ever gambled in Las Vegas, you would know that when you face great odds like these, you need to be all in. If you are one of the majority of firms that literally struggle to compete against the dominant firms in your industry, it’s important to realize that December is Recruiting Opportunity Month.
This question in the headline has been posed to me several times. For context, we are driving a transformation of the way we do talent acquisition. In a nutshell, we want to focus on meaningful candidate engagement vs. a transactional approach to hiring.Through meaningful engagement, hiring managers get better quality talent, and candidates are more likely to advocate for us.
Most organizations that are facing a talent shortage blame a variety of external factors, even though the actual culprit is the way their firm recruits. Even without visiting your firm, I can guarantee that your recruiting process contains several of the following egregious “talent killing” flaws.
Your goal is to make your company indispensable to today’s “talentsumers,” who are consumers of an experience at work quite different than what many workplaces provide. In many cases, though of course not all cases, these are young people. Here are some suggestions for telling people why they wouldn’t want to work anywhere else on Earth.
We all love to hear ourselves talk, and we appreciate when others listen to us. In interviews, we can use this to our advantage by asking better questions. These questions swiftly help us spot and avoid bad hires while also improving candidate experience and engagement.
Many search for jobs because they seek more buying power, so why not offer qualified applicants a product discount to meet that interest? Yes, when you’re struggling to acquire talent in these low-unemployment times, application incentives can be a key motivator and differentiator. And for recruiting leaders who are trying to be more strategic, this approach has the added advantage of increasing the business impact of the recruiting function by bringing in more customers. If you are worried about increased costs, well-designed product/service discount application incentive will likely, over time, bring in enough sales revenue to more than offset any initial costs from the discount.
Hands down, I have an excellent recruiting team, a team that is on the verge of crossing from excellent to the best in the business. We understand crossing from excellent to the very best in the business comes down to micro-movements, resolutions, and refinements. As a team, our common goal is simple: to be better tomorrow than we are today.