In recent months, I have widened my efforts to help candidates with work-life harmony. Human health and workplace changes over the past 2+ years have created an environment in which candidates want to feel care, consideration, and thoughtfulness about living full lives. I have found it beneficial to prioritize diversity and flexibility as to hours, location, work style, career path, "benefits" versus pay structures that may be more open, health, and related topics. Consultation and being a sensitive business friend are key: broadly helping the candidate rather than focusing on one\'s own needs.
Our leadership team has been embodying The 15 Commitments of Conscious Leadership and experiencing the world as an ally has been one of our main commitments. (If this sentence above is promotional, feel free to use this next sentence.) Our team has building virtual communities and following conscious leadership principles such as being strong allies. My teammate, Dom Farnan, has been leveraging her network of conscious leaders to create mastermind groups to find and nurture talent. While, personally I have been building tech and DEI communities via the social audio app, Clubhouse. I have been hosting weekly rooms about being leadership, technology trends, and being a strong community ally and creating a sense of belonging. My Clubhouse group, also partners with group of 400+ ERGs (employee resource groups) that partner together to create tool kits about to being stronger DEI allies & this allows for us to build stronger communities and talent pools together both virtually & IRL.
Up until the last few months, the first time we spoke to job candidates was during their first job interview. We were setting aside time and resources for candidates that we could have known from a short, pre-screening interview would not be a good fit for the company. Now, we conduct a short, pre-screening phone interview first. This way, we get a feel for our candidates and they get a feel for our company before we decide to interview them and they decide to come in for the interview. We save everyone time, energy, and money. It is a lot more effective!
With the outpouring of candidates seeking new opportunities in today\'s market, finding the right talent isn\'t always so easy. While your typical job board and social media platforms are great resources to find top talent, I\'ve had to employ some creative sourcing strategies. My sourcing has shifted to include Google searches and CSEs. To stay on top as a Recruiter in this ever changing landscape, you have to be able to adapt and shift your recruiting efforts and strategy accordingly.
My quote is my own... "The recruiter that doesn\'t take time to help others is doomed to make cold calls forever." My approach has shifted to relying more on my talents farms. As recruiters we all get 100s of msgs simply asking for help (w/ a resume, interview coaching, career path questions, etc" I make it a point to help (i set aside an hour or 2 per week during lunch to field some of these questions & more importantly to help entry level Tech people. The "must have experience" catch 22 is rough, coupled with colleges pushing cybersecurity/not giving any students what they ACTUALLY need to get a career in Cyber sec. &add-on unrealistic expectations or bad guidance counselor advice... its a rough wake up call for most. I specifically dont recruit for 2 companies known for taking entry level people. I help folks to get in to those 2 places with the understanding that my help and resume services are free &i hope they take my call when they get couple years of experience...They always do
We actively recruit candidates from all over the country. The strategy has created so many opportunities to engage a vast pool of talented, passionate people, with different perspectives and skillsets. Distance doesn’t stop a person from excelling in their role - the ideal candidate can be 6 or 600 miles away from the office: we still want to talk with them. There is no reason to limit where our next team member comes from.
Candidates are being inundated by recruiters in today's tight labor market. Make sure that you have a good Employee Candidate Referral program that pays out at least $1,000-$5,000 to the employee after 90 days for candidates that are hired. Candidates will listen to a friend who suggests that a person would be a good fit at their company -- "it must be a good company if you work there and want to refer me for a job!"
In addition to the current shortage of skilled workers, I notice that working just to make money has become less relevant lately. Just making ends meet is not enough - today\'s workforce is looking for more meaning and purpose. An honest employer branding strategy becomes even more important. Communicating the company\'s added value and purpose to potential applicants is therefore crucial. The possibilities of digitalization offer enormous opportunities in this regard, especially in human resources.
Since the beginning of the "Great Resignation," it was important to implement referral programs into recruitment strategies to get help from our own teams in attracting talent. The referral program is easy to create and easy to implement, every company can make it their own that matches their company culture and mission. It is important to create one.
Our recruitment strategy has shifted over the past six months to focus on passive candidates. Passive candidates are those who are not currently looking for a new job, but might be open to one if the right opportunity came along. We've found that this approach has yielded some great results in addition to trying to attract candidates through job postings and social media.
One aspect we are doing differently is we advertise that we don't have extensive background checks that include credit checks. We do criminal background checks and drug testing but have never done credit checks. However, we never said that out loud before until now. With the pandemic and all the events of the past couple of years, we know many hard-working people had financial hardships and may not be up to employment standards if they had their credit reports checked. People who have negative credit reports need to work, perhaps more than others. So, we want to attract those who want and need work figuring they would make some of the best employees. They won't leave a job they need if you pay and treat them well. We discovered that many wouldn't apply for certain better-paying jobs because they were too embarrassed to have their credit report checked. However, they want to work.
Promoting a company culture of diversity and inclusion in our organization has become our focus. This has changed how we approach our hiring and onboarding practices. Training our HR and managers about implicit bias and removing that from our hiring practices will create the more inclusive and diverse culture we are looking to achieve. It's the best way to foster open-minded global company culture and make our workplace enriching for everyone. Building a diverse workforce is the right thing to do, and it gives you a competitive advantage. The benefits of workplace diversity include more innovation, better decision-making, and better quality of work. You also attract the most talented candidates; working for a company that promotes diversity and inclusion is very high on the jobseekers list. Hiring more diverse individuals is crucial in attracting more interested, qualified applicants.
Head of Customer Acquisition at MitoQ
Answered 4 years ago
A huge shift in recruitment has been advocating and showcasing benefits and mental health assistance. A majority of candidates are vastly interested in these two areas for employment and will go somewhere else if they are not able to find it within their company. A majority of companies have had to change their benefits in order to fit these necessary needs.
Recruitment strategies have always undergone change, but the way businesses are seeking candidates has shifted in recent months. Gone are the days of simply posting a job ad on a website or newspaper and waiting for interested candidates to apply. Today, businesses are looking for ways to attract potential employees from all walks of life by using social media, job boards and other recruitment mediums. By tailoring their recruitment strategy to meet the needs of today’s candidate, businesses can ensure they receive quality applicants while also saving time and money.
The pandemic has forced organizations to rethink their recruitment strategies. Many companies have put a hold on their hiring plans, while others are looking for innovative ways to continue recruiting top talent. Here are some ways that your recruitment strategy may have shifted over the past six months: 1. You may be relying more on online job boards and social media to post job openings and reach candidates. 2. You may be conducting more virtual interviews and using video conferencing to meet candidates, rather than in-person meetings. 3. You may be offering more flexible work arrangements, such as remote work or part-time hours, to attract candidates who are looking for that type of arrangement.
Here at KOKOLU, we’ve put our company values and what we’re all about at the forefront of not only our business strategy, but our recruitment strategy as well. We make sure candidates know that our company is inclusive, forward-thinking, and that we value the same things they do—now more than ever. For example, we’ve always made sustainability, inclusivity, and Gen Z the focus of our brand and purpose; however, this concentration is absolutely crucial in today’s market and has helped us to not only attract our target audience, but to attract many quality candidates as well. With the recent shifts in the job market and candidate priorities, we feel as though these messages and priorities, among others, are essential to the success of any business and to the satisfaction of every team.
Adding company culture podcasts to social media is a real boon for recruitment efforts. Intrinsic trust in a company or brand is a thing of the past for both customers and job candidates. No matter how much you prattle on about your benefits or your work culture, there will be people who believe a thing is too good to be true. One way to alleviate those apprehensions to to let your company’s employees speak for their company. If your employee experience is happy and healthy, candidates are far more likely to want to be a part of your team. There's no one better to give these insights than the people working at the company themselves.
Due to the incredible amount of loss, heartache, and trials that individuals have faced worldwide, our hiring managers take an even more empathetic approach to candidates. We're trying to focus less on what we need from them and more on what candidates need in the role to be successful. You never know what someone might be going through even minutes before they turn their camera on to be interviewed. There is no better time than now to turn up the empathy in the hiring process.
Overtime we've become more detail oriented during the onboarding process. We explain the expectations of the job in great detail. We also discuss the salary immediately. We’re against the practice of concealing salary. This puts the applicant in a really uncomfortable position. They have to decide if it’s worth it to apply to a job that may have insufficient salary. It just doesn’t make the company look good. A lot of applicants believe that companies that conceal salaries are trying to pay applicants and current employees less than they deserve. Companies that are vague about job expectations risk onboarding an employee that isn’t able to fulfill the role. An in depth explanation of the position allows applicant to to make an informed decision when they decide to apply.
According to the McKinsey & Company and Marshall Plan For Moms report, "The Business Case for Child Care", offering Child Care Benefits increases recruitment by 69% and retention by 83%. This is especially true for women where 57% feel they are held back professionally due to Child Care issues. The best part is Child Care is one of the highest yielding human capital benefits companies can offer with increased productivity, retention, recruitment, and morale. It's also, highly affordable - TOOTRiS provides turn-key Child Care benefit solutions for a little as $10PEPM.