With the ever-changing economy, we are currently in a time where workers have the upper hand. Also known as a candidate’s market. With a shortage of workers, employees are finding it tough to seek out good talent. And because of the pandemic, more and more employees are willing to leave jobs they are unsatisfied with. The hiring process is already lengthy and challenging, and it’s even more complicated with a candidate’s market.
Here are 5 hiring suggestions during a candidate’s market:
Think about the big picture
Employee retention should be a big priority for companies, especially in times like now. Hiring a qualified candidate can be difficult, but hiring a suitable candidate who will stick around long-term is tougher. When creating your job listing, think long-term. How does this role contribute to the company’s goals? How will this position evolve over 5 or 10 years? You want to fill the position with someone qualified and someone who can grow and adapt while adding value to your business.
Work with a recruitment agency
The idea of bringing in a middle-man might sound counter-intuitive, but recruitment agencies bring a lot to the table. Staffing and recruitment agencies like Live Assets are industry experts and know the market inside and out. With their guidance and expertise, they can get you a leg up on your competition. These agencies have a readily available pool of diverse talent looking for work. In just a quick email or call you can be
Be clear and accurate
With your team, re-evaluate the role’s responsibilities to ensure its accurately reflected in the job posting. Positions evolve, and it’s essential to re-assess job roles when it comes time to hire. Doing so also confirms that you and your team are on the same page and can answer any questions candidates might ask with preciseness and ease. A disorganized hiring team can lead candidates to look elsewhere. This leads us to a potential question to ask your candidates: “what do you know about the role”? This question serves two purposes. The first is it can open the floor to clearing up any confusion or questions a candidate may have about the position. Secondly, it will test a candidate’s work ethic and desire for the job. A strong answer is a good sign and proves they did their research.
Simplify the process
We’ve all been there. Spending hours and hours writing cover letters and tweaking your resume applying to hundreds of jobs only to get 10 callbacks. And then to go through the stress of phone screenings and multiple rounds of interviews and follow-ups. This isn’t to say phone screenings or having numerous interviews is a waste of time. Because it’s not, however, in a market run by workers, these approaches can be discouraging to candidates. Make your hiring process candidate-friendly and easily accessible. Keeping your process straightforward will get those applications coming in faster and eliminate loss of interest.
Stand out
As an employer, you should focus on the needs of both your existing and future workers. People’s priorities are different than they once were. To put it bluntly, a paycheck just doesn’t cut it anymore. Get creative with what perks you can offer. This could be offering flexible or remote work or childcare or even re-vamping your benefits package altogether. Remember when we talked about employee retention? This will also help with that! While this can be costly, the benefits far outweigh the alternative. Just as you are looking for someone who will bring value, candidates also look at how companies can return this value.
Who We Are
Live Assets is a boutique IT Staffing/Recruiting firm specializing exclusively in building IT teams of excellence for the Information Technology sector.
We are a small, but productive team that works closely together and has had a 96% success rate for the past number of years!
We have a diverse number of clients and industries and focus on both full-time and contract I.T. opportunities.
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