The current employment landscape is complex and punctuated by uncertainty. Buzzwords such as “great resignation” and “great layoff” are driving changes in hiring strategies among employers, especially with a potential recession looming.Unemployment hits lowest in just 50 years 3.5%, but with 1.7 job openings for every unemployed American now, there remains a strong demand for workers. In this abnormal labor market, recruiters and hiring managers must anticipate current and future employee needs and be prepared to attract the best talent for open positions.
Streamlined candidate communication, new focus on employee mobility, and proactive recruiting strategies help companies attract and retain top talent in today’s changing job market.
Streamline your communication tactics.
The methods used to connect with job seekers and current employees must evolve with rapidly changing technology. Simple, personalized communications help recruiters and HR leaders move quickly through the entire hiring process, making it easy for potential employees to learn about open positions.
Recruiting by text speeds up the pace of communication with candidates and improves the overall recruitment process for all parties. Procurement, interviews, hiring, etc. can be enhanced with text her messages, especially if this method has a close to 100% open rate. We found that texts have an average open rate of 98%, while emails have an average open rate of only 20%. By sending text messages, recruiters can build rapport with candidates, strengthen the employer’s brand, and enhance the candidate’s experience.
According to new data from Employment Inc., the largest provider of recruitment and talent acquisition solutions, more than 70% of recruiters know candidates who have received multiple offers simultaneously in the last six months alone. Recruiter timeliness becomes increasingly important when candidates are successfully navigating competing job listings. A Top Echelon Network study found that 40% of job seekers rejected an offer because another organization offered it more quickly. Texting is one of her ways to get in front of candidates faster.
Focus on referrals and employee mobility.
Employers can benefit from enabling team members to grow within their organizations. Regularly reviewing employee turnover plans and performance management systems encourages employees to explore more internal opportunities. But, 29% of employees say their employer does not provide a platform or software that makes it easy to apply for open in-house jobs. By optimizing employee talent cycles, providing professional development opportunities, and focusing on internal mobility, you can keep roles from becoming stagnant.
Employee referral programs are an efficient way for recruiters to find qualified candidates while also lowering the average cost per hire. The 2021 Job Seeker Nation Report found that more than 80% of workers were more likely to click on a job posting posted on social media by someone in their network. The same survey also found that more than 70% of employees were willing to share their company’s job listings via social media. Platforms such as LinkedIn, Facebook, and Twitter are powerful tools in a company’s talent acquisition strategy, leading to organic employee referrals. Instagram and TikTok should also be considered, especially when hiring young candidates.
Actively recruit reluctant candidates.
Passive candidates are not actively seeking new job opportunities, but may be open to opportunities that meet their personal and professional goals and needs. According to LinkedIn passive candidates make up 70% of the talent market.
Organizations that are active on social media are more likely to be seen by passive candidates. Being active on LinkedIn, Glassdoor, and other social media outlets is a great way to showcase your employer’s brand, look inside its culture, and attract potential employees with similar values. Helpful. Using social media channels to promote your employer’s brand can affect how your company perceives current employees and the workforce as a whole.
Nearly 80% of job seekers use social media in their job search, according to glassdoor active LinkedIn profiles to network with passive candidates and share employee growth stories, exciting client projects, and other company news that may appeal to active job seekers is especially important.
If an employer’s brand stands out among employees who share similar values, the organization is more likely to attract people who are rooting for the company, passionate about their role, and show long-term commitment. In an ever-fluid job market, organizations that stay ahead of hiring must actively engage candidates. This often involves finding new ways to source, engage and attract candidates before a specific position needs to be filled, and to reach reluctant candidates.
These are just a few of the strategies recruiters and HR executives can consider when attracting new candidates. With labor market changes difficult to predict, today’s HR leaders must find new ways to attract top talent, retain current employees, and benefit their companies now and in the long term.
Written by: Kelly Crews, Vice President, Human Resources and Chief Diversity Officer Atlas World Group.
