The recruiting market is tougher than ever and competition is tight. We are in the midst of the Great Resignation and job seekers are using this time to find companies and careers that align with their own values and personal goals, and make them feel more fulfilled.
In response, organizations should be reviewing their recruitment strategies and policies to make sure they are able to stand out when recruiting top talent, and offering enough to secure those outstanding candidates. Here are our top 10 tips to find and recruit top talent in 2022:
1. Be Genuine
When you're reviewing a job candidate, take the time to listen and truly understand who this person is and what they're looking for. Never underestimate the power of the human connection.
“What stands out always, no matter the economic climate or latest tools or trends, is the ability to interact with people in a human and empathetic way,” Ted Nathanson of Red Pill Talent shares on the LinkedIn Talent Blog. This type of personal approach is what TalentSENSE's own recruiting team practices when we recruit for clients and it pays off.
2. Promote Your Company Culture on Social Media
Showcase employees, your company values, events, accomplishments, anniversaries and milestones. Be sure to feature team members at every level, not just leadership or a certain department. Give a behind-the-scenes look at how you do what you do and what a project looks like as it's created. Highlighting your workplace in an everyday setting can help potential job seekers get an idea of your culture and daily operation.
Not sure what your company culture is? Do an audit. Send an anonymous survey to employees and review Glassdoor.com to see what people are saying. Review the good, the bad, the ugly and make an improvement plan. This can also be illuminating to help you fix issues and challenges that may be driving candidates and current employees away.
3. Partner with Universities and Recruit Students
Attend talks, conferences and hiring events at colleges and universities. Or consider hosting an online event or competition geared toward students to automatically get on potential future employees' radar. You can also offer internships and sponsor scholarships for more student exposure.
4. Make Sure Management is Well Prepared for Interviews
Human resources can only go so far when it comes to recruiting. After initial interviews when job candidates are passed on to meet with department managers, it's crucial they are well prepared.
At the very minimum, anyone interviewing should be aware of illegal interview questions to avoid. But beyond that, they should be present and engaged, practice active listening and have thoughtful questions prepared.
Anyone interviewing a candidate should review resumes in advance, and be prepared with a concise elevator pitch for the company, the role, what they're looking for in a new team member, etc. so they aren't fumbling or long-winded during the interview. Also remind interviewers that the candidate should do most of the talking!
5. Give Back
Get involved with local non-profits and organize volunteer events. Organize an event and open it up to the public, which will give you exposure to potential candidates and get to know them in a casual setting. Job seekers also appreciate companies that give back and are involved in the community. Think about your company mission and values and find a cause that feels genuine and aligns with what your employees are passionate about.
6. Attend & Network at Conferences
If leadership and other team members attend industry conferences and talks, they are likely meeting some great connections and have the opportunity to plug your organization in natural conversations. Be sure they're prepared not only with business cards, but even a small recruitment card they could pass out to someone who could be a good fit at your company in the future.
7. Seek Out Underrepresented Groups
In order to truly build your diversity efforts, reach out to diverse job candidates where they are versus trying to seek them out. That means partnering with organizations such as Historically Black Colleges or Hispanic-Serving Institutions. You can also post on job boards such as Black Career Network.com, Pink Jobs, and Diversity Job Board.com. Making connections with career coaches and professional groups that help support minority job seekers can also build a long-lasting career pipeline for your organization.
8. Create Career Trajectories
Candidates will get excited when they see what the next step in this role entails and see a future at your organization. They can feel inspired knowing this job offers the potential for training, advancement, promotions and raises. Share these trajectories during interviews or even within the job posting. (Just be sure these trajectories aren't communicated as promised or sure things.)
9. Make Sure Your Job Ads are Selling the Job
Are you emphasizing what's in it for the applicant? What sets your organization apart? Also think about any language that may turn people off or qualifications that aren't really necessary. Does the position's seniority level align with the years of experience you are looking for? If you work with a recruiter (like the TalentSENSE team for example!), communicate which skills and qualifications are "must-haves" and which are just "nice to have." Try to keep the list of requirements short as to not turn someone away who may be a great fit.
10. Review Salaries and Benefits
More and more job posts include salary information, which helps create transparency and fair pay among employees. Review your team's salaries and benefits, and consider adding perks and enhanced benefits such as mental health coverage, maternity/paternity leave, paid volunteer time, flexible work schedules, child care assistance, tuition assistance and more. These added benefits can help you stand out when a candidate is choosing between two (or more) jobs.
