It seems that the war on talent will continue for some time, despite softening within the technology sector. The current national unemployment rate in the U.S. is just 3.5%, which infers most eligible candidates are gainfully employed.
So, how do you plan to help hiring managers find great hires and what will it take to get them interested in you?
Some companies have realigned their recruitment strategies, while others continue to fall short of their hiring goals. Is it a lack of vision to execute a successful recruitment campaign or simply a lack of resources to deliver results? And how well have we prepared front-line managers to deal with the challenges of interviewing today’s candidates?
As we address recruiting trends, let’s consider the meaning of some words the recruiting community has become accustomed to that may not be familiar to hiring managers and how they may need to change their approach.
The first hurdle is getting candidates to apply at all. It’s disappointing to say the least to spend your advertising budget on carefully marketed campaigns to attract talent, only to find a vast amount of people don’t complete your online application. Some say, “If they can’t be bothered to fill it out, we don’t want them.” It’s okay to take a strong stance, if you’ve got a plan to overcome a lack of qualified applicants.
Otherwise, keep your application short, gather only what you need and don’t include an assessment too early in the process.
Many would assume this relates to where people have worked or what positions they have held. That’s true, but today it also includes the experience the candidate has during the recruiting and hiring process.
With low unemployment, good candidates have several options to choose from. What are you doing to ensure everyone, hired or not, feels satisfied with the way your company interacted with them and how do you become an “employer of choice”? Online reviews have a serious impact on candidate choices, so it’s important to treat everyone with respect and appreciation, regardless of the outcome.
Once a term referring to the spirit world, ghosting now is commonly used to describe candidates who no-show to interviews. What can you do to minimize the impact it has on managers and your hiring goals? Add in some additional steps, such as texting candidates to confirm the day of the interview.
While the term may be self-explanatory, the expectations are not. Past generations tended to stay at a job for several years, but the majority of the today’s workforce is now made up of people who believe less than two years is an acceptable commitment. The Department of Labor also estimates that by the age of 32 the average worker will already have had seven jobs.
Are your hiring managers aligned with today’s candidate pool and how to ask the right questions to identify good prospects? Many managers judge candidates based on their resume alone. It's important to take the time to meet with people because you learn so much more through conversation.
Why are more employees leaving on Friday and not returning Monday? It’s a growing epidemic within certain sectors of the job market. What happened to giving notice and leaving on good terms?
It’s a common belief that people don’t leave companies; they leave managers. How can you mitigate this and ensure you retain good people? If you’re experiencing an increase in job abandonment, try surveying employees to find out what’s really driving attrition and how to mitigate it in the future.
As the workforce and workplace continue to evolve, we can expect the terms mentioned above and others to change or have new meaning. So, if you want to attract and hire good people, keep a pulse on recruiting trends and inform your hiring managers about them. You should also start by looking from within before assuming it’s just a candidate problem.
Good companies and good candidates find a way to connect with each other. But it may not be enough to support your growth or attrition. That’s why having recruiting partners that understand your needs and culture are an asset to any business.
With more than 20 years experience, ACA Talent is a leader in sourcing Great Candidates nationwide, across many industries, from C-suite to entry level roles. Find out more by clicking here to connect with our team.
