Recruiting in a tight job market is a challenge. In this market we are seeing low unemployment and high vacancy rates plus a looming recession that might be here for a while. These types of conditions can put many organizations into panic mode when it comes to attracting candidates. With fewer candidates, and the ones you do find may be less qualified where your mind starts to think about that "I'll take anyone". That's not necessarily the mindset you want because recruiting is still important—you'll need new hires to replace those who leave your organization or retire, and you want to find the best talent possible for your open positions. It's up to you as an HR and recruiting professionals to figure out how best to attract candidates in this competitive employment climate so that you can grow your workforce with top performers. Here are some ideas for attracting great talent!
Use social media to get your name out there.
Just like many articles before this one, we continue to recommend maximizing free resources like social media as a great way to reach candidates, and as long as you build a strong digital presence it is an easy way to get your name out there. You can use social media to share information about your company, including:
● Company culture
● Employee value proposition
● Current projects being worked on by employees or teams at the company
You can also share information about challenges that have been faced by other companies in similar industries, or even share some unique stories about how you overcame a challenge in order for readers/followers/friends of yours on to learn from them as well! Let us provide you with a few tips that might help boost your attraction power.
Attracting candidates in a tight job market takes some creativity.
Put your marketing hat on and exercise your creativity to attract applicants in a tight job market and consider the following:
● Here is that term again.... "Use social media", because it is an excellent way to reach prospective applicants who are interested in your company's culture and values. You can post information about your business on many social platforms so that it gets seen by candidates who might not be familiar with your job postings or ads. You can also use hashtags like #jobs or #hiring short reels (videos) that show what it's like at work there. It's important to help people learn more about why your place of work is great before they apply for positions with you! People on social media want authenticity and they want to learn more about you! Post, post, post!
Recruiting in tight job markets require you to do something different. One way idea that has been working well with top employers are "employee spotlight" campaign.
● This idea is simple, each week you choose one employee who has done something great for your company and feature them on social media, your career website or in an email newsletter. This could be as simple as telling customers about an employee who went above and beyond their duties, or it could be more involved (like making a short video about the person).
It's important that when choosing which employees get featured in this way, managers keep in mind that everyone deserves recognition, not just those with perfect attendance or high scores on performance reviews! Show off your culture and people!
Employee Referral Programs.
The number #1 way to obtain quality employees has always been through employee referrals. The target top organizations achieve when it comes to employee referrals is generally over 30%, but unfortunately most don't achieve this number because they don't have a proper strategy in place.
An employee referral program is a great way to attract new hires and should be used by companies that are looking for quality talent in a tight job market. The benefit of these programs is they can be a win-win for both employees and employers, as they offer incentives for both parties.
As a leader or manager, you could also benefit from an employee referral program. You get access to a better pool of candidates because your employees know the company and can vouch for its culture and mission. The process also saves time, which means you don't have to spend hours scouring job boards or hiring agencies for new employees. Remember, if you use the above strategy with social media and your employees follow your organization then they are more likely to share and like your posts. This helps boosts not only your reputation but also more applicants who don't know you find you as well.
Create a company newsletter.
Many people might be thinking, what does a newsletter have to do with recruiting? Recruiting is all about connecting with people and newsletter do just that. A company newsletter is a great way to communicate with employees and customers, but it is also another avenue to share why you are an amazing place to work. It's also a great way to share company updates, job listings, and other information. Newsletters through email campaigns are one of the most under utilized methods to go after a large audience. Don't forget that customers and followers of your company can become employees too .
If you're looking for candidates who are in your area geographically and/or professionally, consider creating a company newsletter that highlights the benefits of working at your business (such as flexible hours) along with any hiring needs that may be open at this time. You may even want to include some general information about the industry or field so that people who aren't necessarily interested in working for your company might still find it useful reading material!
Hire a marketing agency.
In order to be a recruiter today you have to be a marketer but many recruiters will tell you that they don't have time. For these reasons we recommend hiring a marketing agency is one of the best ways to get ahead in today's tight job market. For example, RAD Potential Advisory focuses on recruitment marketing and works closely with Recruitment Marketing Partners who is a marketing agency with specialty in recruitment. It's not just about buying ads or posting on social media; it's about having an experienced team that understands your business and can help you find new opportunities.
Here are some tips for hiring the right marketing firm:
● Look for companies with experience in your industry, and make sure they've been around long enough to have developed strong relationships with key players in the field (like recruiters). You want someone who knows the recruitment game as well as how to market to applicants.
● Ask around before making any final decisions; ask other entrepreneurs or people at networking events if they know anyone who has worked with this company before, because word-of-mouth referrals are always better than cold calls from strangers who want money from me!
Recruiting can be tricky but it doesn't have to be!
Recruiting in a tight job market can be tricky, but with creativity and ingenuity, you'll find the right candidates. While it is competitive out there, remember there’s never been a better time to be an employer. With new technologies, it's easier than ever before to find the 'perfect candidate' for your open position.
When recruiting we always must consider that it’s not just about the job. It’s also about the candidate. Keep these things in mind when recruiting for your open positions:
● Know your target audience and who you are looking for in your marketing and attraction strategy.
● Build a referral program.
● Make sure to have a plan in place before you start recruiting marketing strategy.
● Know your employer brand and how it relates to your open positions.
Contact us for more information on how we can help with your recruitment strategy. RAD Potential Advisory focuses on helping companies attract and select more quality hires. We take your recruitment from being a frustration to be the reasons you are thriving.