Jessica Miller-Merrell | , ,| By
The old way of recruiting and hiring is no more. We’ve entered a more social and interactive era that is heavily focused on process and facilitated by technology. Recruiting and talent acquisition teams can no longer be focused on leveraging established methods. Most of these methods and strategies have been in play since 1998 when the last real technology shakeup took place. It was called the launch of the job board industry.
In 2014, we have begun seeing a shift where job seekers are now in control. As a recruiter you’ve probably felt the pinch. Job offers are being turned down more often or candidate removed himself or herself from being considered at your company because they received another offer. In 2015, we can no longer be slow to engage and offer the best talent. Those companies who are shift, flexible and can adapt are poaching our current employee population or those we are currently considering to employe at our company.
Recruiting Strategies in 2019 and beyond
In 2019, the candidate is in control. Unemployment is currently 3.8% and at historic zero unemployment levels. In October 2009 unemployment levels sat at 10.0%. The Silicon Valley job market for me often serves as a predictor for what we will see 6 to 18 months in the future in the U.S. Good employees there change jobs every twelve months. They aren’t considered job hoppers. They are smart capitalists who are taking control of their own professional and financial success walking away with sometimes 50% more salary. How do we entice and engage the savvy, qualified candidate marketplace. It all starts with adapting your recruitment strategies in 2019 and beyond.
- Evaluate Your Pay Bands. You don’t have to make immediate changes to your salary pay bands, but you should be mystery shopping your competitors and researching the current marketplace.
- Meet and Survey Your Recent Hires. Establish a simple 30 day and 60 day new hire survey to locate trends and talk individually or in focus groups to new hires to understand how they searched for work and what was most important to them.
- Mystery Shop Your Competition. Being flexible and responsive is all about arming yourself with knowledge. Have a member of your team apply to competitors to understand what the hiring process is like. Educate yourself on their benefits programs and incentives too especially if you are experiencing a large number of employees who are migrating over to that organization.
- Evaluate Your Own Hiring Process. Turn your attention to your own current hiring process. Where do bottlenecks occur and what process is most difficult and/or frustrating for your job seekers. Now compare your experiences with the competition.
Notice I spent not one moment spouting for your team to get on social media and start recruiting or improve your InMail recruiting tactics on LinkedIn. In order to understand a solution you have to determine where your strengths, opportunities and weaknesses lie. Too often we jump ahead in the process and try to find a quick band aid. It won’t work when the job seeker is in the driver’s seat. It won’t work in 2019.
From the outside looking in adaptive and flexible recruiting strategies looks nimble and quick because your team has done the work. You’re researched up front. You understand your own processes shortfalls as well as your competition. A good strategy is lot like an iceberg. There is so much more than just execution. There’s a lot below the surface that your senior leadership or outsides see.