Even in today’s challenging labor market, it is possible to attract the right candidates for your open positions.
The July Jobs Report shows that this recession is like no other. Talent shortages remain and talent acquisition specialists are integral to hiring successfully.
Using a traditional college degree to screen job candidates shrinks the pool of candidates and eliminates many individuals who may be more suited for a role.
Job seekers want to see salary ranges before deciding to apply for a position. Employers who want to attract and retain the right talent need to be transparent with candidates and existing employees.
Having a hiring strategy in place will be especially helpful when a key employee moves on and you need to fill the vacancy. A bad hire is worse than an open position.
Hiring teams need to update their strategies to incorporate what candidates are looking for now. Flexibility, DEI, and a people centric culture are all part of the hiring and retention landscape.
Remorse over switching jobs is continuing to fuel the Great Resignation. Employees are willing to job hop in the current war for talent to get better compensation, an improved work environment and more flexibility.
Even with the well-documented benefits of a diverse workforce, some hiring managers are unsure how to attract diverse candidates.
With some attention to recruiting practices, attracting and retaining older workers to ensure a generationally diverse work environment is attainable. It might even help with the labor shortage.
Ageism forced older workers into retirement before the pandemic lockdowns, now older workers could be more in demand as hiring challenges persist.