Recruiters everywhere are struggling to secure qualified candidates for the positions that their organizations need to have filled. Today’s talent wars have created a new staffing pain that is causing many employers to shift their approach to filling critical performance roles in their organizations.
Here are three tips you can apply to your staffing strategy today to reduce the recruiting challenges your team may be faced with.
Reassess The Talent You Presently Have | As you review the roles you’re trying to fill now, consider the talent that is already on your payroll. Do you have individuals in the workforce who can take on new responsibilities or are eager to learn new competencies? Have you asked managers to identify strengths and skillsets they are observing on their teams that are not being used to potential? While you can’t clone those employees to do their present jobs and acquire all of the responsibilities of a new role, it is still possible to rethink current and new positions in a way that will promote present employees. An employee that is promoted into a new (more rewarding) position can also help recruiters identify (and later train) talent that can take on the responsibilities of their pre-promotion roles for your organization.
Promote The Cultural Benefits of Your Organization | Payscale, vacation time and health coverage are still deal-breakers for many candidates, but there’s a new benefit that can either “sweeten the deal” of becoming an employee in your organization or become the reason candidates avoid joining your team. What’s the REAL employee experience in your organization? What values are truly rewarded? Do you support specific causes as an organization through efforts that are visible to employees and the public? Tell your potential candidates about these features. If possible, get your present workforce to help you tell that story. Just remember to tell it like it is (not how you wish it were). You will do more harm than good if you sell a candidate a false bill of goods about what they could expect if they joined your team!
Remember That Behaviors Are Tougher To Teach Than Skills | Merits, qualifications and skills are critical traits that recruiters need to assess while reviewing candidates, but they only tell you some of the information about your candidates. It is important to consider communication styles, EQ, energy levels, decision-making abilities and even learning styles in order to determine how well a candidate will fit into the culture of your organization. Assessing candidate behaviors can be particularly challenging during a highly-virtual interview process. Consider the use of behavioral assessment tools that will objectively identify the characteristics required for job success.
One of the critical predictors of success to determine a candidate’s viability is being able to conduct a behavior-based interview. Understanding an interviewee’s past behaviors through the interview process can determine how they may behave on the job. The Master the Interview class prepares hiring managers to make the best decisions about the next hire that they make. Additionally, you can use as many aspects of EANE’s recruiting services as your organization needs for each position you need to fill.