8.6 million Americans are currently looking for work. They want good, reliable jobs from trustworthy companies. If you're a corporate recruiter, it might feel impossible to find candidates to fill positions.
Corporate recruitment used to be an easy process, but now it can feel impossible to find the ideal candidate for open positions. Even with millions of people looking, there's no way to guarantee your job post will land in their search. To get more eyes on your job posts and fill those open positions, corporate recruitment trends need to be adjusted for the modern job market.
If you have jobs to fill, be sure you’re taking advantage of these six smart strategies to find the perfect candidate and keep your current employees happy.
1. Use Data to Help Identify Prospective Talent
It can feel like everything you do in the corporate world is driven by data, but there's a good reason for that! When you use data you can chart trends, costs, and where you need people the most.
The biggest thing data can do for your company is tell you how effective your current recruiting strategies are. You can use technology to keep track of how many people are applying to your job post in the first place. Then, of those people how many of them move forward and eventually get hired.
Data can also make you aware of which departments have the highest turnover rates and what areas need more workers. [quotesright]You can focus on reducing turnover rates and increasing hiring practices by the department. This is more cost-effective and makes you aware of issues before you bring someone new in. [/quotesright]
Some HR trends include using artificial intelligence to screen candidates. This cuts down on your workload and eliminates any candidates that don't meet basic qualifications.
A word of caution, these systems work well based on your inputs so ask yourself if you are reflexively adding requirements for positions that limit your candidate pool unnecessarily. For example, many jobs specify “must be a college graduate” but the degree is not essential to job success.
Data can also tell HR what skills will be vital to the job. A great way to tell if people have the skills you need is by having them take an assessment with the job application. Data from these assessments will help you understand what kind of person they are, what skills they have, and how likely they are to be successful in this job.
2. Employ a Targeted, Nurturing Market Approach
Algorithms are perfect for targeting the ideal job candidate with your opening. Taking advantage of job site algorithms to create a targeted approach can help you get more applicants that are perfect for the opening.
Nurturing programs use personalized software that sends targeted messages to the potential job seeker that would be perfect for the role. These messages are automated, so you can send them out to people without extra labor costs.
The messages make the candidate feel special. Each message is directed to the individual, so it doesn't feel like they're getting a generic, spammy notification in their inbox. These messages can be sent out via job boards or email lists. The software will go through available resumes and profiles to find the ideal candidate.
[quotes]The goal of these messages is to reach people with a job offer before they even start looking.[/quotes] They often use AI software to target specific people.
Targeted recruiting trends also need to be persistent. You don't want to message them every day, but reminding them that a job offer they didn't even apply to is just waiting for their response can motivate them to take action.
3. Prioritize Internal Mobility
A changing recruitment landscape is a sign that you might have the talent working for you already. All you have to do is offer them the new position. It can be expensive to try and recruit from outside your workplace. Finding someone who fits the role who already works for you can reduce paperwork and save money.
Internal mobility can also make your current employees feel like they can grow with your company. Instead of jumping from job to job to create an upward career path, they can do it with you. [quotesright]This will also improve retention rates and employee satisfaction. [/quotesright]
Prioritizing internal mobility will increase the skill set of the workers you already have. Giving your workers new, challenging assignments and access to online courses will better prepare them for upward mobility.
A more skilled workforce is also a more flexible one. When meetings move online, your employees need to adapt quickly. Encouraging a growth mindset can help increase employee flexibility as the office space changes and adapts to current events.
4. Focus on Engagement and Motivation
Engagement and motivation are great ways to keep employees focused and ready to work. Engaged employees can understand what's happening around them and adapt on the go. Employee appreciation events and acknowledgment of employee achievements can help keep motivation levels up.
A workplace that prioritizes engagement can also have healthier employees. When you focus on what your employees need to do to thrive, stress rates and other negatives can go down. When employees are healthy, it also increases productivity.
Employees will also be more satisfied with their job. The more satisfied they are, the less likely they are to quit and there’s a higher likelihood they will tell other people how great working for your company is. [quotes]If your company builds a strong reputation for prioritizing employees, more people will want to work with you when you do need to hire. [/quotes]
Your profits also go up when employees are engaged and motivated. They can get more work done and provide better customer service. Happier clients mean more business and better bottom line for your company.
When creating engagement and motivation practices, you can focus on what employees want. [quotesright]More employees are realizing their self-worth, and employers need to show that they are valued and compensated for the work they do. [/quotesright]
Giving employees higher salaries, better benefits, and flexibility when it comes to time off are excellent ways to increase motivation to stay with or potentially work for your company.
5. Offer Programs to Improve Employee Health and Wellbeing
Like engagement and motivation practices, improving the health and wellbeing of your employees is a popular recruiting trend. A health and wellbeing program can encourage employees to have healthy behaviors that will benefit their lives. For example, monthly health goals with rewards can encourage employees to work out and adopt more healthy eating habits.
If your employees are healthy and running on good energy, it will increase productivity. [quotesright]Engagement and employee health practices go hand in hand. [/quotesright]
Employee health and wellbeing programs can also help increase the number of people who want to work for your company. If an applicant sees that there are on-site clinics, a gym membership, and affordable insurance they are more likely to apply to your company than a company that does not offer those incentives.
Wellbeing programs can also improve morale and make your employees feel more connected with one another. Exercise can increase serotonin and dopamine levels, which will make your employees get through the workday without the dreaded midday crash.
Doing group exercises like yoga or a daily walk can help your employees get to know one another. Employees who know one another are more likely to stay at a job because they have a sense of camaraderie. This can also help new hires feel more comfortable because trying to get to know your coworkers is one of the hardest parts of starting a new job.
6. Increase Workplace Diversity and Inclusion
Two of the biggest social movements to take place in the past two years have been #MeToo and the Black Lives Matter Movement. These movements have brought up questions about employee hiring trends, workplace safety, and efforts made by employers to support equality across the board.
[quotes]When it comes to HR trends, diversity and inclusion should be one of your biggest priorities.[/quotes] For starters, many employees like to know where employers stand on social justice issues. Potential employees want to see your company follow through by hiring a more diverse candidate pool across all levels of the company.
More diversity in a company can also be more profitable. You will have different backgrounds working on solutions to a problem. [quotesright]Different perspectives can lead to a more comprehensive result. [/quotesright]
The first way you can increase workplace diversity and inclusion is by changing what you think a successful candidate is. You should look past age, disability, criminal records, educational achievements, and neurodiversity.
The perfect candidate for your position might not have a college degree, but they have enough experience to get the job done. Sometimes, a criminal record is a past mistake that the candidate wants to move on from. [quotesright]Being open to different backgrounds increases your hiring pool. [/quotesright]
Having a diverse hiring team will also increase your workplace inclusion. Different perspectives on the same candidate might push through someone who would have been dropped if just one person was looking at their application.
As you hire more diverse candidates, employee health and wellbeing become even more important. You want your candidates to feel safe and welcomed.
Start Improving Your Corporate Recruitment Practices Today
Corporate recruitment practices have to change to create a better work environment and fill empty positions. If you want to draw in better candidates, it all starts with your business practices. Improving the happiness of the employees you already have will make your company more desirable to work for in the future.
Do you need more advice on how to improve your corporate recruitment practices? Turn this around now. We have solutions to address the real causes of hiring woes. Get in touch and let's set up a time to talk. Brian Tracy USA: 877.433.6225 Email Me
