In today’s employment market, all hiring managers and especially staffing companies face numerous challenges in connecting with top talent and securing their interest amidst the noise of so many opportunities being presented to them. Good candidates are getting approached by so many recruiters that it is making them not interested. Most hiring mangers today will all have stories about the struggle they face in reaching candidates amid the thousands of others competing for attention.
So, what can be done about this unfortunate fact? One effective solution is to invest in building a robust brand for your company that induces exceptional candidates to seek out your company. By showcasing real employee experiences on social media (especially the fun stuff) on company platforms and crafting great looking and informative LinkedIn Career Pages, you can demonstrate how your company fosters purpose and warm your presence to recruiters when they reach out to prospective candidates. One of the best options is to implement a strong employee referral program can also help in cutting through the noise, as recommendations from trusted connections carry substantial weight.
Other distractions also exist, such as staffing companies and the companies we serve competing for candidates who are fielding multiple job offers simultaneously. Stuart Liroff, VP of talent acquisition at Academia.edu, Notes that candidates are actively being pursued as well as pursuing numerous opportunities, and we see this at Trinity every day. We often tell the managers that we work with that for some positions, candidates will regularly get 2 or more offers within 24 hours of making themselves available online.
To address this, it’s crucial to be intentional with a few things. First by prioritizing positive interview experience. Providing and communicating clear details about the position’s responsibilities and assisting interactions with potential peers and hiring managers can significantly impact a candidate’s decision. Being intentional with transparent communication throughout the interviewing process and adhering to promised timelines can prevent frustration. This also stops candidates from using their imaginations. When candidates do not hear from employers, they begin to “assume and imagine” how the interview went and these thoughts are usually not from a positive perspective. This decreases the likelihood of securing top talent simply because the candidate thinks “if it is taking a long time, they must not be interested in me”.
Additionally, the ongoing shortage of talent with specialized skills is a challenge many companies face. According to Ron Hetrick and his report on the North American labor Shortage, there is not an end in sight.
To address this issue, using data-driven insights can help identify strategic recruitment opportunities. Furthermore, collaborating with hiring managers and L&D teams to identify trainable skills can help expand the talent pool and address skill shortages effectively.
By implementing these solutions and leveraging data-driven strategies and the utilization of staffing agencies, companies can navigate common challenges effectively, attract top talent, and drive success in today’s dynamic market.