Recovery of the workforce: How to focus your search to attract the best talent

Workforce Recovery:

Now that most businesses have made decisions on workstyle, ie. hybrid or return to the office, or fully remote, recovery of the workforce is at the forefront of every hiring managers’ mind – how can I increase my teams’ strategic output whilst carefully considering their mental wellbeing? How do I take a reactive approach to a new, post-pandemic, world of work? How do I allow for considerations and staff mental wellbeing?

It can be overwhelming.

It is important to recognise that the world of work has changed and subsequently, so has the way in which individuals are recruited. For us, this is where several of our clients have experienced difficulty, turning to us for advice and staffing solutions.

As a result of the pandemic, candidates prefer a more personal, holistic approach during the outreach stage, with ongoing support and an emphasis on fulfilling their life goals. So where does this leave you, as a hiring manager? We thought it would be useful to detail our favoured methods for focusing your search to attract the very best talent.

How to focus your search to attract high calibre candidates:

1. Candidate Perception: Build a Strong Employer Brand

Often an afterthought, building a strong employer brand can be an incredibly effective staffing tool. Consider why thousands of budding staffing candidates flock to industry giants such as Google, Facebook or fashion retailers – 92% of candidates say they would consider leaving their current jobs if a company with an excellent reputation offered them another role.

Candidates aren’t likely to respond to your outreach if they perceive your employer brand negatively, and an unknown employer brand can be detrimental too. Certainly, your employer brand could be the difference between a candidate responding to your outreach, or ignoring it.

Recent studies found that Sixty one percent of candidates read up on company reviews and ratings, regularly checking review sites like Glassdoor and InHerSight, before deciding their interest in a job – signalling just how important brand perception is.

2. Providing Candidate Feedback is Essential

Without a doubt, it is vital that you keep candidates in the loop – 80% of job seekers reported that they would be discouraged from considering other relevant job openings at a company that failed to notify them of their application status. Yet, they would be three and a half times more likely to re-apply to a company if they were notified.

Furthermore, candidates are four times more likely to consider your company for a future opportunity, if you have provided constructive feedback. Despite this, only 41% of candidates report that they have received interview feedback before.

Therefore, providing candidates with genuine feedback is an easy way to stand out and retain your talent pools. Certainly, having an external recruiter onboard to ensure all outreach tasks are completed to a high level can make the process easier, smoother and more rewarding.

3. Company Culture

Defined as a set of shared values, goals, attitudes and practices that characterize an organization, company culture is vitally important when aiming to attract top talent.

Without a doubt, the way people feel about the work they do, the values they believe in, where they see the company going and the part that they could play is crucial. Having a company culture that oozes positivity and breeds progressive thinkers is certainly attractive to potential employees. Think, what type of company would you like to work for? What would motivate you in the next stage of your recruitment career?

By presenting yourselves in a polished, engaged, timely way – you may unknowingly give yourself (and your company) a new hire just by treating others as you would hope to be treated yourself while in the interview process.

4. Career Progression

Career progression is not as simple as finding a new or ‘better’ job. Career progression draws on important personal fulfilment goals such as receiving a pay rise, being given additional responsibilities and even moving sideways in a company for an individual to get to where they want to be and feel supported.

Introducing mentors or ‘lunch and learns’ can be a great way to expose new staff members to different areas of the business. As a result of this, it encourages a distinguished company culture, improving brand perception and ultimately, being a great place to work.

By employing these ventures, candidates can gain a clear take home message: you’re a recruitment business who cares. Therefore, the best talent will want to develop and progress their career with you.

5. Consider outsourcing your vacancy to a staffing agency:

Outsourcing some (or all) of your staffing projects can allow you to focus your time on more pressing matters. For many of our clients, outsourcing has enabled hiring managers more free time to develop other areas of the business and focusing on the business critical.

As a boutique Rec2Rec staffing provider, we take a holistic approach to recruitment. Our dedicated departmental teams have a wealth of industry knowledge and resources available. For further information, advice or support, speak to a member of our expert team here.

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