2015 will be a big year for recruitment and retention. The economy is recovering, workers are more mobile, and major labor law changes in several states will affect where talent goes – and what top candidates expect from their employers.
Get ahead and stay ahead by anticipating the new year’s biggest recruiting challenges and adopting trends to address them. Here are the top steps to take:
Know your competition.
Competition for top talent is tough in a number of fields, and as the economy continues to pick up steam, this competition will only increase. In one study, U.S.-based companies were considerably more concerned about finding talent than international or global companies.
If you’re seeking talent in the U.S., stay on top of emerging trends for competition in your field. Find out what competing companies are doing to address the talent shortage, and move beyond them. Talk to your staffing partner – staffing agencies specialize in seeing the competitive trends on the horizon and finding the talent companies need even when options seem scarce.
Over the past four years, social professional networks have overtaken all other sources as the number-one place companies find quality hires. As candidates leverage their social professional networks to find top jobs, companies must hop on the network as well if they wish to connect with these candidates before a competitor does.
Make social networks one of the cornerstones of your 2015 recruiting strategy. Find out where your target candidates hang out online, and establish a strong social presence and clear employer brand on that network.
Focus on passive candidates.
U.S. companies are already more likely to recruit “passive candidates” – candidates who aren’t actively looking for a new position but will take the right one if offered – than companies in many other countries, according to one index. To find top talent in a tough market, learn how to approach these candidates in a personalized, focused way and how to offer real career advancement – not just a pay raise. Your staffing partner can help you “seek out” passive candidates who offer the right cultural “fit” with your company.
Measure your results.
Most companies are already clear on the importance of proactively managing the “brand” they present to top job candidates. By keeping track of quantifiable data relating to recruitment, hiring, onboarding, and retention, you can push your recruitment “game” to the next level. Talk to your staffing firm for more insight on what data to gather and how to analyze the results.
At TERRA Staffing, our recruiting team is always thinking one step ahead, so our clients can find the best fit for their staffing needs. Contact us today to learn more.