We came face to face with the Great Resignation and now the Great Reshuffle in our candidate-driven market. The Bureau of Labor Statistics confirms what HR already knows – there are more jobs than takers, and the American worker has become quite picky. As a result, paying attention to trends that tie into hiring has become a high priority for HR and recruitment.
1. DEI Initiative
Seamlessly rolling DEI (Diversity, Equity, & Inclusion) into every hiring experience must be a priority for companies.
Diversity – incorporating talent based on skills, experience, alignment to the company values, and the potential to add to the team, rather than being influenced by race, gender, age, orientation, physical appearance, or other differences.
Equity – fair compensation and benefits, access to the same resources and opportunities, and empowerment to all employees based on skill, experience, merit, length of employment, and sometimes need, rather than other factors. (fo. saying not to paying women and minorities less than caucasian males)
Inclusion – Recognizing that neither diversity nor equity is simply a numbers game. If you have not created a culture that respects and embraces diversity and equity – including differences of personalities, beliefs, philosophies, working styles, and more, you don’t have diversity.
Prioritizing DEI improves an organization’s overall reputation, hiring and retention power, and bottom line, but while these are tremendous benefits, the primary reason to adopt it is that it is the right and moral action to take.
Action: Implement AI in screening, reducing inherent biases because it depends strictly on system-flagged resumes and interviews. Foster a DEI attitude from the top down.
2. Hybrid and Remote Hiring
Hybrid and remote hiring was already making inroads before the pandemic, and COVID accelerated the process. Companies who accept that it’s here to stay and embrace the concept will experience many benefits, including –
- Access to a larger, more diversified talent pool, not determined by geographic location.
- Faster, more efficient hiring times due to virtual interviewing and digital communication.
- Increased attraction to talent who desire flexibility (which is an incentive for most candidates)
However, it’s more than just deciding to stick with hybrid and remote working flexibility.
Action: Appreciate and take advantage of the value of remote and hybrid positions. Focus on implementing programs that ensure smooth communication and connection between time-zones-apart employees.
3. On-demand Workforce – the Gig Economy
According to reports, gig workers comprise 20-30% of the workforce. Therefore, sourcing this talent on demand will play a significant role in maintaining adequate staffing.
“On-demand, highly skilled workers allow companies to tap into skills they don’t have internally and broaden their capabilities,” point out the authors of the Building the On-Demand Workforce report published by Harvard Business School and Boston Consulting Group. “[This] in turn, rapidly improve[s] the company’s ability to efficiently and effectively complete critical projects.”
Action: Create a metric to define which positions require an on-staff employee and which functions should be outsourced.
4. Attractive Management Style
Candidates are seeking a people-first, team approach to hiring. They want to work for an organization that –
- Crafts specific job descriptions that identify performance objectives
- Creates a personalized and nurturing candidate experience
- Promotes coaching-style management
- Provides clear direction, then lets employees run with the role
- Recognizes, appreciates, and rewards performance
- Promotes hiring from within – offering the opportunity to grow and move upward
- Supports employee growth and upskilling
Action: All of the above.
5. Incentives and high-value employee referral programs
According to Michael Alexis, TeamBuilding:
“Referrals can facilitate stronger connections between applicants and employers. The referring employee intimately knows the company’s inner workings and vouches that the candidate is a good fit for the role and the company culture. This vote of confidence can ease the burden on recruiters to screen. At the same time, the referring employee assures the applicant of a positive working environment. Since social ties are involved, the candidate is less likely to ghost the employer.”
Action: Evaluate your referral program, seek feedback from management and employees, and make the necessary adjustments
6. Employer Branding and Social Issues
Employer branding is a critical strategy and tool for both recruiting and retaining talent. A healthy brand can reduce turnover by more than 25% and save 50% in cost per/hire.
- Share your story on social media platforms. Be honest, genuine, and informative. Ensure you are reaching your target audience.
- Call out the various ways your organization is making a difference. Todays’ workforce cares deeply about being part of the ‘greater good.’ Therefore, companies that give back to society, promote a green operation, and/or support a social cause, connecting to the betterment of life as a whole, present an attractive brand to candidates.
- Build brand advocacy. Define what makes your company a great place to work and sell that definition via employee stories.
Action: Once again, evaluate, seek feedback, and adapt accordingly. Create an employee ‘task force’ to present ideas for change.
In every industry, change is a constant. Understanding the trends affecting attracting, engaging, and retaining quality hires and taking action to mold your organization accordingly will keep you a step ahead.
The team at Broadstaff are the experts in Telecom, IT , and 5G staffing. We have a vast industry network that enables us to fill your positions fast and accurately. We’ll help you understand and successfully respond to the latest recruitment trends. Reach out today to discuss your staffing needs at inquiries@broadstaffglobal.com.
