The struggle is real and tangible as recruiting and staffing firms wage war to pull in top talent. What tactics will cast the widest and deepest net? What strategies will be most effective in this era of extreme candidate shortages? Let’s take a look at a few tips that top the list.
Create a recruitment page
A dedicated recruitment page meets several goals. First, it sends a strong message that hiring is a top priority. Secondly, it compiles all info pertinent to a candidate’s decision to pursue employment with your company in one convenient place. The last thing an inquiring candidate wants is to click around a website to get details. So, think concise yet complete. Don’t inundate candidates with too much info to wade through. Instead, compile the meat of WHO you are, WHAT openings you have, a glimpse at the CULTURE, a look at BENEFITS, and then offer a slick online application process. Bullet points and “white space” make for easy reading and comprehension. And this page should be mobile-friendly to the max, right?
Market your company’s open positions from a dedicated recruitment page that immediately impresses your audience with its convenience and covers-it-all thoroughness.
Understand the real value of flexible schedules
While flexibility in work arrangements had been gaining traction for years, the pandemic revealed the myriad non-traditional ways work could be accomplished. And the spotlight zeroed in on how “flexible” can be a boon to creating a better life-work balance. In general, folks love the freedom to meet family and personal demands while still performing well on the job. That’s why a generic “Why, of course, we offer a flexible schedule . . . ” will not cut it. Instead, be prepared to address exactly what flexible means at your company with detailed examples, scenarios, and clear-cut policies and processes.
Market your business with a demonstrated understanding of what flexibility means to today’s candidates.
Make quick decisions
Despite the common warning to “not be too hasty” that applies to many situations in life, today’s candidate-driven market demands fast action. Too much pondering, lollygagging, or dillydallying about will allow another company to snap up the best and brightest. Of course, serious considerations can and should happen, but a stepped-up timeline must be the goal because there’s no getting around the fact that hiring top talent has become a race to the finish line.
Market your company via a reputation for timely hiring decisions.
Create a referral program
A trusted, hardworking employee recommends someone they would be happy to have work alongside them, in the same department or elsewhere in the same company. You know the drill. Referrals have always been a great way to get leads on new employees. But not all businesses have taken advantage of this built-in, timesaving approach. Or maybe efforts to establish a referral program have been half-hearted, and the results are the same. So decide to go all in with worthwhile incentives and a simple process for making the referrals. Remember that a one-on-one conversation will be more effective and a lot less hassle for the referring employee than a lengthy form where only half of the questions apply.
ASJ Partner’s years of experience in marketing for the recruiting and staffing industry can help your firm navigate these challenging times. Our team is all about customizing strategies to make your firm rise to the top. Contact us today!
