The signs are everywhere – Now Hiring! Job Fair! Hiring Now … and We Mean Now! It’s a job seeker’s market for sure, making recruiting more complicated—and competitive—than ever.
Recruiting and maintaining employees has become more difficult, and new and different tactics are necessary to be successful. One thing is certain, technology will shape the trends for recruiting employs in the next year (as it has in the past year). Recruiters will depend on virtual support in an ever-evolving and tech-driven world. Here are ten recruiting trends to consider when planning your next hiring campaign:
- Remote Workers.While this has been more common in the past few years, working from home is a trend that isn’t fading. It seems that 98 per cent of workers would like the option to work remotely, at least some of the time. Coronavirus: Is working from home working? While this may not be feasible for all workplaces, it is worth considering. Employers will also need to create a work-life balance with remote employees because being connected via technology and available online almost 24/7 can present other problems, including burnout.
- Diversity, Equity, and Inclusion.Another continuing trend is one which encourages diversity, equity, and inclusion (DEI) in the workforce, which can increase profitability by up to 33 per cent Top 9 Ways to Avoid Diversity Recruiting Mistakes .
- Employee Well-being and Mental Health Checks. A focus on health and the value of well-being will be one of Covid 19’s legacies. Last year saw the beginning of implementing or evaluating mental health policies. This year and next we will see a rise inemployee well-being apps, surveys, and training, turning this into one of the principal recruiting trends.
- The Employee Experience.It is important to keep employees engaged in the workplace. These tactics can involve training, inclusion in feedback sessions, “open door” policies that demonstrate the company’s willingness to listen, as well as social events that appreciate the staff’s contribution and recognize special efforts of employees that go above and beyond.
- Employer Branding. How is your company perceived by “outsiders”? Every job applicant will research and examine a company’s reputation and brand before applying for a position. Therefore, it is essential that employers recognize the significance of developing their brand image. Future applicants, like clients, will want to be associated with a company that has a sterling reputation for treating its employees well.
- Responsible Leadership.Employees want to work for a company whose leadership makes the workplace pleasant and eliminates toxic behavior and bullying. It is essential to develop and nurture ethical leadership that doesn’t tolerate questionable remarks, nepotism, or harmful behavior.
- Recruitment Marketing. It is important to incorporate current marketing strategies into your hiring process. Use social media, online recruitment apps, job fairs, print and/or broadcast media to seek out candidates. Be sure to have a written job description that is succinct, but thorough. Promote the company and its open positions through job fairs, signage, and posts on your website. Note the company’s commitment to DEI, responsible leadership, health and wellness programs, employee engagement, and/or remote opportunities, if applicable.
- Adapt Recruiting to the Younger Generation.Millennials are the largest generation in the workforce today and Generation Z is coming up to join its slightly older counterparts. Recruiters will need to think about where to find candidates – online, on social media, appropriate radio stations – not necessarily with newspaper ads.
- Seasoned Prospects.Is your company one that could use a mature individual to fill a position – a job opening that would benefit from experience and reliability? If so, consider hiring a retired person who may be looking for a less than full-time position. Perhaps hire two people to fill one full-time position.
- And … Then There’s the Salary.Of course prospective employees are comparing the pay scale at your company with others. A higher hourly rate is attractive, but benefits like insurance, and remote working options go a long way to reaching prospects. Be sure to present your company’s culture honestly. Check reviews of your company online at com or Glassdoor.com. Your prospects will. You want to be able to show a positive workplace culture across all media channels. If negativity exists in your company, seek out information on why and work hard to change it.
Overall, you will increase the chances of attracting the best talent if you demonstrate to prospective employees that they will have room to grow in your company. Showcase how you retain employees with training, a career path, and professional development.
If you need assistance with recruitment marketing … or marketing in general, email Noel at Enosis Graphic Solutions give him a call at 978-505-2783.