How To: Attracting Top Talent through Efficient Hiring Practices amid the Pandemic
Covid-19 has already changed the recruiting process beyond recognition in 2020. The broader shift to remote working has driven increased adoption of virtual hiring processes, not just at the interview stage, but from the application through to pre-selection and scheduling processes too. Whilst some sectors have been ravaged by Coronavirus, those in the fraud, identity and security analytics industries have experienced a boom and are engaging in mass hiring.
The current job market favors employers who can generally have the pick of the bunch when it comes to job candidates. However, despite that advantageous position, two main challenges remain for employers; firstly they still need to find the best candidates from huge pools of applicants; and secondly, they need to be confident that what they are offering will attract and retain the best talent. Read on for some pointers to make sure your company is on the right track.
Consider using new technologies to streamline your processes
There are a wealth of recruitment tools to pick from to streamline recruitment processes and it’s worth taking some time to assess what is out there and how it can help your company. Online platforms like Indeed and LinkedIn have adapted quickly and started virtual hiring events where employers can pre-screen candidates as well as hold virtual lobbies and waiting rooms for candidates. Increasingly popular technologies include tools to help you write the best job adverts, collect contact details and use SMS messaging -- with many job seekers in the US preferring this method of contact to email or phone calls. Analytics tools can scan resumes for keywords and surface key information at a glance. Plus some companies are now using AI (artificial intelligence) solutions to engage with prospective employees, and make use of virtual psychometric testing to match people to specific jobs.
Seek out candidates directly
Social media is increasingly being used to attract potential new candidates and new hires. When it is used to complement existing recruitment strategies it can help companies find the right hire more quickly. For example, whilst recruitment drives through your own channels attract actively engaged applicants, a targeted paid-for social media campaign gets in front of passive high-quality candidates who are not yet aware of your company or its opportunities. Social media headhunting is flexible to budget and purpose, and it has the added benefit of exposure for your company across multiple platforms. A good recruitment firm can be a viable option when your need to hire is urgent, you want laser focus on a highly specific skill set, and you don’t have the time or resources to wade through countless resumes to figure out which candidates represent the best use of your calendar.
And of course, let’s not forget LinkedIn Recruiter. Many companies and HR departments are already leveraging this to their advantage, but it’s worth keeping up to date with new tips and strategies to get the most out of it. For example, LinkedIn recommends before you promote anyone make sure they have a full and good-quality LinkedIn profile, so you can search for talent based on the profiles of your top performers. Neat, huh?
Attract talent by rethinking your benefits
Job hunters who might have been attracted by a cool office environment or a fancy staff coffee machine pre-COVID are understandably now seeking entirely different perks. Companies that can offer stable, long-term benefits and flexible working for example will appeal to high-caliber candidates. Highlighting what steps you are taking to protect worker safety and your compliance with any federal regulations and CDC recommendations will help show your commitment to this area, as well as offering benefits related to mental and physical well-being.
It’s not only health that employees are concerned about - job security is right up there keeping folk awake at night. To attract and retain the best talent in the field, if you can assure candidates that what you are offering is a long-term opportunity with career growth then all the better. But if you can’t it’s best to be open -- otherwise, it can lead to discontent and high turnover.
As companies, HR professionals and jobseekers adapt to the new normal of recruitment, whilst there are challenges, there are multiple benefits to more efficient hiring practices that will endure past these times. Make sure you are on board! ____________________________ Looking to grow your team in 2021? See how we can accelerate your time to revenue for new hires and deliver up to a 3.5:1 return on your investment in our services. Click here!