Your company is hungry for new talent. And about 33% of workers, or millions of people, are hungry for new jobs.
It sounds like the perfect win-win situation. So why are your recruiting efforts yielding dismal returns?
A major problem may be that you are not putting your organization in front of interested candidates. It’s a bit like looking for Bigfoot in the middle of New York. If he exists, you won’t find him frolicking in Central Park. You should conduct your search in dark places where he is most likely to hang out with his cryptid pals.
Kidding aside, you can’t expect to fill your talent pool like you once did. Today’s market is changing, so you need to be innovative and change with it. Below are four ways to discover new streams of potential candidates eager to wow you in an interview.
1. Minimize the need for recruits to serve a college degree.
Unless a position absolutely requires an advanced degree, consider making a college education mandatory for every position. Many talented people have never made it to campus, either by choice or by circumstance. Still, that doesn’t mean they can’t become your top performers.
Jeff Mazur, executive director of LaunchCode and an expert in scalable 21st century workforce development solutions, is a strong proponent of looking beyond formal education when sourcing new hires. As he writes in Harvard Business Review, college dropout rates are high due to pandemic-related issues.
“Clearly, not having a college degree shouldn’t diminish your chances of getting a good job,” he says, adding that many employers are starting to recognize this reality. “When it comes to finding the right candidates, recruiters are now looking to talent pools outside of academia. For job seekers without a degree, that means more opportunities, better pay, and higher benefits than ever before. »
Don’t forget that once you have recruited someone into your company, you can also contribute to their training. Offering tuition assistance or on-the-job upgrading and requalification can make you more attractive to applicants who would have liked to go to school but couldn’t. Even better, investing in training your team members will ensure you don’t fall behind the competition.
2. Cast the nets into untapped and unexplored waters.
Chances are that identical job boards just won’t produce the same quantity or quality of applicants as before. Rather than bemoan this fact, move on. Look beyond the “obvious” places to find and attract people.
There’s no one way to get creative. You can try hosting a multi-week online boot camp and see if any of your students seem like a possible hire. You can also partner with local schools to get older teens interested in your brand and business. To see how this can work, take a look at the success of Boeing.
Boeing has partnered with eight historically black colleges and universities to introduce young minds to the world of engineering. Students involved in this project have the opportunity to learn from Boeing’s professional team. Simultaneously, Boeing is getting a boost by changing its entry-level talent strategy. Although this type of recruitment process takes time, it offers the possibility of creating deep and supportive bonds between the student and the employer.
You may not want to imitate Boeing. Nonetheless, use his successful and imaginative recruiting to start brainstorming with your hiring managers. Don’t forget to consider making some positions far away if you can. This will allow you to appeal to job seekers from more diverse geographic locations.
3. Renaming your internships and “returns”.
New employees and those looking to change industries frequently seek internships. Now might be a good time to make your internships more solid. After all, the more intriguing, challenging and rewarding your internships are, the more likely you are to have intern candidates. And those interns could become employees later on, as long as your internship provides value.
For example, could you grant your trainees increasing authority within well-defined parameters? This allows you to assess their abilities in a wide variety of circumstances as well as identify hidden skills. Likewise, could you sweeten your internship with one-on-one executive coaching and other perks? The sky’s the limit when it comes to reinventing your stage game.
As you refresh and reinvigorate your internship program, don’t forget to consider related initiatives like “returns”. If you’re new to the “comeback” phenomenon, it’s a practice that occurs as employees who left the workplace during the pandemic return. A Today.com video shows that women are particularly interested in “returns.”
Remember that any of your former employees who left before or during the Great Resignation may also be open to return processing. The Society for Human Resource Management estimates that about 4.5% of all workers fell into the “boomerang employee” category in 2021. In other words, some people are discovering that what used to look like greener pastures can be less attractive than they assumed and are looking to return to their old industries.
4. Build transparency into your end-to-end recruiting journey.
Transparency is a big seller right now because employees are tired of feeling pressured into making a decision without all the answers. With that in mind, think about all the ways you could be more transparent with candidates as they move through your recruiting funnel.
Let’s take the issue of salary, to begin with. According to a CNBC study, about a third of companies are transparent about pay. That’s a small percentage considering that more job seekers want to know about pay scales, fair treatment, and competitive salaries.
However, salary isn’t the only place you can be more open and candid. Talk about what flexibility means in your organization, as the definition may not be the same for everyone. For some workers, flexibility means being able to work from anywhere, anytime. For other workers, flexibility means arriving and leaving at different times each week with advance notice.
Not sure where your team is less transparent when hiring? Walk through your recruiting pipeline from a candidate’s perspective. Are there any places that deserve more explanation, down to your job description? Being honest and upfront on the first impression will help build trust early on.
People want to work, that’s for sure. However, if they don’t know you’re looking for them, they can’t impress you with their experience, enthusiasm, or skills. Therefore, make sure that you don’t just visit the same pond to fill your pipeline.