New Hires Are At Risk Part 1
This is part one of a series on how new hires are at risk. Over the past year, the unemployment rate has continued to fall, but hiring companies are still struggling. This is largely due to several factors that have made it harder for employers to find qualified candidates, including an increasing amount of competition for talent and a lack of available job openings. As a result, many hiring managers have begun taking drastic measures like lowering requirements and raising starting salaries in order to attract more candidates.
In part one of this series on how hiring companies are at risk with new hires, we'll explore potential strategies for recruiting talent in these increasingly tough times.
The first four strategies will help you build a strong talent pipeline from within your organization. The last two strategies are geared toward companies that want to hire outside candidates.
Strategy 1: Keep Up With Industry Trends
When a hiring manager wants to hire an experienced, qualified candidate, he typically looks at talent on LinkedIn. In fact, the average time spent on the platform is over 30 minutes per day (more than 100% longer than Twitter and Facebook). LinkedIn profiles are typically the first place an employer looks for new hires, potentially filling more than half of all job postings (source: Aberdeen Group).
If your company doesn't have a presence on LinkedIn, you could be hurting your recruiting efforts.
But it doesn't stop at simply having a company profile on LinkedIn. It's also important to invest time in building your employer brand by creating an individual employee profile for each of your employees and optimizing it for search. This will increase the visibility of the people in your organization who are already familiar to hiring managers. For more tips and strategies on how to optimize this profile, check out "The Ultimate Guide to Optimizing Your LinkedIn Profile" (available to all paid members).
Strategy 2: Give Back to the Community
In today's digital world, we often forget that word of mouth is still one of the most trusted recruiting methods. The more positive interactions your company has with the community and customers, the more likely you are to be recommended for a job opening.
That's why it's important to actively engage with influencers in your industry by offering educational content like blog posts and white papers, sponsoring events on social media, and providing free samples and product demos. Not only will this increase your company brand recognition and traffic, but it will also build strong relationships with potential hiring managers who may want to hire someone from your organization.
For more on this strategy, check out "5 Ways to Get Your Company's Name Out There" to learn how to enhance your company's credibility, credibility and earn new customers.
Strategy 3: Create a Culture of Success
One of the most important parts of hiring great talent is creating an internal environment where people want to work. In order to do that, there are several things you can do as a hiring manager, including:
Provide clear expectations for your employees about the roles and responsibilities for their jobs.
Provide transparency about your company's strategy and plans, both internally and externally.
Provide ongoing training to help employees up-skill themselves.
Encourage collaboration and an open communication style.
Strive to create a workplace culture where people want to work. This will also encourage employees to develop their skillsets, which is crucial in today's labor market where talent is scarce.
Strategy 4: Aggressively Recruit Outside Candidates
It can be tough for hiring managers to find qualified talent in the current environment, but they shouldn't give up on those who aren't looking for a job right now. Remember, the average hiring manager spends about 100 minutes (or 2 hours) per week on LinkedIn, so if you want to find the best talent for your company, it's essential to get to know this audience.
You can do this by becoming a paying member of LinkedIn Recruiter and accessing detailed reports on the demographic information and social profiles of each job seeker that matches your requirements. For more information on how you can use LinkedIn Recruiter, check out these tips on searching for passive candidates.
Strategy 5: Offer Existing Employees a Path to Better Pay
When your company is struggling to find candidates, it's critical to think about ways you can make the recruitment process easier for your existing employees. This will make the transition for new employees that much easier.
For example, you can pay your current employees more in order to recruit top talent from within the company and reward them with bonuses if they refer someone who receives a job offer from your organization. This will show them you value their time, and it could lead to fewer candidates leaving the company in search of higher pay elsewhere.
In addition, consider offering current employees more flexible schedules so they can work when it's best for them (such as 8 a.m. to 4 p.m.). This will also help them meet with potential new hires at their place of work, potentially increasing the time each person spends with a hiring manager to increase the number of interviews that take place.
Strategy 6: Help Your Employees Find Your Hiring Manager
Consider offering your employees a direct access portal to your hiring manager so they can ask questions and make requests in real-time. You'll save both time and money by hiring someone on staff that coordinates this process, which can be a huge benefit for your company in today's competitive landscape.
Need tips on how to communicate more effectively with your employees? Check out "4 Tips for Communicating With Employees" for more ideas.
Strategy 7: Provide a Support System That Will Get Your Employees Back to Work Faster
After an employee has taken a leave of absence from work, keeping them motivated as they return to their old roles can sometimes be a challenge. You can make the transition easier by providing resources and programs that give employees the support they need. For example, consider offering coaching or counseling services to ease any stressors or mental health issues, and provide professional development opportunities like webinars or community events where your employees can learn new skills.
Conclusion
Recruiting is always a challenge, but there are ways you can go beyond the traditional methods to find and hire top talent. You just need to be creative in your approach and use the resources at your disposal.
The strategies above will help you recruit the best talent for your organization while staying on top of the competition. By getting closer to those who are looking for a job within your company, you'll have more opportunities to find and hire those who fit into your organization's culture perfectly.
Use this tips as a guide for what you can do with LinkedIn Recruiter to bring in more relevant candidates that will increase the chances of finding the perfect person for your hiring manager's job opening.