6 Ways to Fix Your Recruitment Problem

Pity your HR team. Covid nisiga a wave of resignation, potential replacements ask to work from home with better benefits, and the recruitment processes look great broken. Broken how? Research suggests a third of new U.S. employees quit within their first year. A report from recruitment firm Thomas showed that half of new employees would not work, with the company’s survey focused on complex recruitment processes, difficulties in testing culture or role suitability, and an “excessive reliance on gut instinct.”

While such problems existed long before the pandemic, the challenge of getting the right staff. exacerbated by the high rate of vacancies and desire to continue working from home, with three-quarters of employers struggling to fill roles, according to professional services company ManpowerGroup.

“In my 25-plus years within the recruitment industry, I can honestly say that I have never witnessed a hot, candidate-driven market,” said Nick Kirk, UK managing director of recruiter Michael Page , which said internal data from The recruitment firm showed that applications decreased by a quarter on average for each role. “There’s been a lot of disruption in the last year and a half, but suddenly we’ve seen clients vying for talent to help them restructure teams after Covid or rebuild after the cuts they’ve made. early in the pandemic. “

So what can be done to improve recruitment? Here are six ways to recruit better today.

Offer the Benefits the Staff Want

One solution is to give people what they want. Kevin Parker, CEO of recruitment tech firm HireVue, argues there is no shortage of candidates, but job seekers are asking for the best from new roles. “Candidates are continuing the job searches they were holding back from starting Covid, they are applying for jobs outside of their residence, they are expecting higher salaries and a better balance of work-life, ”he said.

In order to attract the best candidates, owners need to provide quick and truly beneficial benefits. “The transition to hybrid and flexible work makes it harder to attract talent by simply having a ping-pong table or a refrigerator with office drinks,” Kirk said. “The reality is that flexibility is no longer a ‘good gain’, but some employers are still trying to dictate what it will look like. In a candidate-driven market, that will inevitably put them in a disadvantage. ”Simply put, if you want to hire the best talent, then you need to offer the best benefits.

Be More Strategic

Research by HR membership organization CIPD showed that 43 percent of organizations took an ad hoc approach to hiring, rather than understanding the skills they needed and taking a long-term, strategic perspective on recruitment.

To change that, companies need to audit their existing staff skill sets, understand what gaps they have now and may address in the future, and have a plan on how to find the people, according to Claire McCartney, senior policy advisor for resource and inclusion in CIPD. “They need to collect a lot of data on their current and future needs of workers and better evaluate their recruitment activities to see what works and what doesn’t,” he explains. And if you don’t know what skills you have, how do you know what you need? Get an audit and find out — before you pay to list that job posting.

Internal Rental

That understanding of the talent you already have in your company can help when a particular position proves difficult to fill. Instead of looking outside for the skills you’ve lost, consider developing the existing talent you have, McCartney said.

Chia-Jung Tsay, assistant professor at the UCL School of Management, agreed, adding that supporting existing staff helps with retention — thus avoiding the need to recruit a new employee in the first place. “Even if companies may decide to hire outsiders, it’s not always easy and external hires sometimes have a hard time maintaining their performance with a new employer,” Tsay said. . “It may be wise to consider investing within employee development and create conditions that an employee believes his or her work is meaningful and feels valued as an employee and as a person.”

Use the Right Tech

The interviews are over Zooming, job ads online, AI analysis of CVs—Recruitment cannot be denied to have changed with technology. But such tools should be used carefully for best results.

Consider the struggle to hire staff for hourly tasks, which Parker describes as some of the most difficult to fill right now. Such employees are not always available during normal working hours, so recruiters should be able to quickly apply for jobs using a telephone, as well as set up interviews at times. appropriate for the people they are trying to recruit. “All candidates today have one thing in common: Their phone is in their hand or within arm’s reach,” Parker said. “As a result, people prefer text -based communications over anything else, and the text response rate is as high as 98 percent.” In other words, use technology that helps candidates, rather than just HR teams.

Use Video Better

Lockdowns make it harder to hire, especially by pushing bad interviews on Zoom calls. Instead of just asking the same tedious questions via video, recruiters should use the opportunity to conduct interviews in a different way, helping to reduce bias and discrimination in unstructured discussions.

“By eliminating useless chat that is often a source of bias, and designing consistent competency -based interviews, companies can see some of the most significant wins promised in video and improve fairness. and credibility, “Parker said. “Asking each candidate the same question is important, but most important if they are good questions.”

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