While some industries experienced large workforce reductions, others continued to hire and grow their employee staffing levels. Healthcare is an example of an industry that is continuing to hire. With positive news about vaccines, organizations are going to start thinking about their recruiting strategy. And they’re going to start sourcing for the best talent.
Personally, I believe that high-performers and high-potential individuals will be in demand whether or not they are currently employed. There are people who have used the past few months to upskill and reskill on their own time and with their own resources. As consumers start to travel and participate in larger events, companies will need employees. The job market will once again become very competitive. If your organization hasn’t been thinking about recruiting lately, here are a few articles that you might find interesting.
The workforce is changing. Workforce recruiting requires a proven strategy to be successful. Organizations need to ask: Is this a full-time, part-time, freelance, or bot job? That will determine how an organization goes about finding their workers. Do they buy it, build it in-house, have someone occasionally work on it, or automate it?
If organizations want to grow (whether that’s in size or in revenue) they need employees who are going to help them get to the next level. That means skill development and skill enhancement. It allows organizations to become more adaptable, meaning that individuals must be able to learn as things change over time. Then employees will be trainable for the job they hold today and capable of upskilling and reskilling for future opportunities.
When recruiting is tough, data can differentiate success and failure. If your organization hasn’t considered geofencing in the past, this might be something to think about. It does take some research to understand where to target and who is your ideal audience. But in a highly competitive recruiting market, the benefits may be significant.
The candidate experience is still critical so develop a safe, effective recruiting process. It is possible to give candidates a positive hiring experience even while maintaining a safe distancing environment. In fact, candidates will appreciate knowing that the organization they’re interviewing with places a priority on employee safety and security in their recruiting. The key is planning a safe process and then communicating it to everyone involved.
Job interviews are only as good as the questions you ask. My favorites use behavioral interviewing techniques. Candidates have to reach back into their work experience and share a story from their past. The answer will provide some insight into how they would react if placed in that situation again. These questions are also hard to fake answers. The candidate’s answer can tell you volumes about how someone will acclimate into your company culture.
Strategic onboarding can result in successful employee retention. According to a Korn Ferry survey, 98% of executives feel that onboarding programs are a key factor in employee retention efforts. However, most companies do not plan to focus meaningfully on their onboarding programs despite assessments that they could do more with their existing programs.
HR departments create candidate personas as part of their talent acquisition strategy. Why not create an employee persona to help with the development of the employee experience? The idea is to gather data about employee motivations, frustrations, and goals. Then use the personas from the empathy maps to build or redesign the employee experience.
Organizations that want to find the best talent aren’t going to want to wait until mid-year to put their recruiting strategy in place. It takes time to build a pipeline. I can guarantee you that there are companies putting their plans in place right now because they know that being first will help them hire the best.
Image captured by Sharlyn Lauby while exploring the Seattle-Tacoma International Airport12