Recruiting in a Tight Labor Market

As an already tight labor market grows ever tighter, where should a hiring company focus its efforts?

Attention to the following will help your company meet its talent acquisition goals.
Respond quickly. This may sound like a given, but companies sometimes wait until a position becomes vacant before starting to recruit for the job. This means a job may be open for weeks, or even months.
If the delay has to do with internal processes – approvals and such – find a way to expedite those processes so that you don’t lose valuable time. Ideally, you should start recruiting the day you learn you will have an open position.
Tap internal resources. Before conducting an external search, consider employees for the open position. Is there someone in the department or elsewhere in the company who is qualified for and interested in the job?
If not, do your employees know of any job candidates? A formal employee referral program will encourage referrals. But even without a program, staff members may be a source of candidates.
Use advertising outlets that reach your target audience. Where does your candidate audience search for jobs? If you don’t know, find out. Start by looking at where you’ve had success in the past. Ask colleagues at other organizations what works for them.
Don’t be afraid to abandon methods that haven’t worked in the past. Experiment, get creative. Then track your response rate.
Communicate your employer brand. Your job postings should provide insight into what it’s like to work at your company. Your website should expand on this messaging.
At the same time, you need to actively communicate your employer brand. Social media allows you to share the latest and greatest happenings in your workplace. Use it to your advantage.
Meanwhile, don’t forget the power of offline communication. Participating in community events and activities will reflect positively on your company. Area residents, some of whom may be job seekers, will take notice.
Be aware of industry trends. Your company’s ability to attract talent depends, in part, on factors outside your control. A nationwide shortage of candidates in a particular industry, for example, may create local hiring difficulties.
And it’s not only a talent shortage in your particular industry that has implications for hiring. You may think that a shortage of tech employees isn’t relevant to your business. But if you have an on-staff IT expert, and he or she opts for greener pastures, what’s happening with tech employment becomes important.
Speaking of greener pastures, make sure you stay current on all employment trends in your primary and related industries—including salaries and benefits. In order to attract job candidates, it’s always advisable to remain competitive. In a tight labor market, it’s essential.

Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages.