Recruitment Challenges 2022: Six Ways to Smarter Hiring Part One
The world has changed rapidly in the last two and a half years. Has your recruiting strategy kept up with the times?
The pandemic flipped everything upside down. The way we work changed, and for many people, so did what we look for in our work. People had a chance to reflect on what’s important, and it changed the job market faster than ever.
When the Great Resignation hit, suddenly the tried-and-true recruiting strategies of the past weren’t always showing the success that they used to. We continued to adjust and perfect our strategies for success, and we’ve got several tips to share on how to upgrade your recruitment strategy to fit the post-pandemic world.
If you’re struggling with recruiting challenges, listen to our six ways to smarter hiring.
1. Evaluate Your Employer Value Proposition (EVP)
The EVP is a set of benefits that you offer as an employer, in exchange for your employee’s expertise, skills, and experience. This is more than just salary and health insurance; it’s a comprehensive plan of benefits provided to your employees. It’s the answer to “Why should I work for your company?”
Ask yourself, what do your employees want? What do candidates want from their employer?
The things we have continued to find most important to candidates are:
- Competitive benefits
- Career growth
- A sense of belonging and value
Look at brands like Google and Nike and use their EVPs as an example. What you want your EVP to say is who you are, what you offer, and what you’re going to give candidates when they join your team.
Once you have that really strong EVP, you have to walk the walk. A well worded EVP won’t mean much if you don’t follow through.
2. Simplify Your Hiring Process
You want to engage your candidates quickly, and frequently. In a tough job market for businesses, you want to simplify your process so you don’t lose out on the best candidates. What used to be a process of several weeks and multiple rounds of interviews won’t work in the current market. You need to stay in frequent contact with candidates, and make it simple.
We hear from candidates all the time that they were working with a recruiter that ended up ghosting them. You don’t want to lose top talent because they thought you forgot about them. The timeline can vary depending on the level of candidate, but you want to be in contact about the next steps within 24 hours of an interview. If there’s another round of interviews, it can be scheduled a few days later, but you want to communicate that to them as soon as that decision is made.
Remember that the candidate is interviewing you as much as you are interviewing them. Be flexible and have virtual interviews available as often as possible. Remember that people are often taking time off work to interview, and be respectful of their time. Ideally, get candidates from the beginning to end of an interview process within two weeks.
If you need help with your EVP or your hiring strategy, give us a call today at 502.753.0970, or fill out our online form here. Our Professional Recruiting Services provide you with a team of experts with proven records of success. We’re here to help you overcome all of your recruitment challenges.
Find out more in Part Two and Part Three.