Finding and retaining top talent are the greatest challenges companies experience worldwide. Traditional job requisitions, recruiting practices, and interviewing and hiring processes are not working.
According to LinkedIn, the annual $2.5 billion spend to attract talent targets less than 15% of the talent pool, which results in companies’ hiring the best candidate who applied for the job, not necessarily the best candidate for the company.
In addition, the workforce is going through the largest shift in decades. Every day, 10,000 Baby Boomers retire, and 10,000 Millennials enter the workforce, with Gen Z closely behind. As a result, traditional recruiting and hiring processes are not working. In January 2020, over 50% of the workforce in the United States will not be working the traditional 40-hour workweek.
It’s also important to change the way you communicate with prospective candidates. They can easily hide behind technology and simply delete e-mails and ignore voice mails and LinkedIn InMails. Because of this, talent acquisition or recruiting professionals’ services and expertise are needed more than ever.
5 Candidate Realities
Each week, I conduct calls for hundreds of jobseekers and have come to determine five current candidate realities. First, they don’t want to discuss a job until you determine what’s most important to them. Second, they want to know exactly how you can help advance their career, or they won’t respond. Third, candidates want to know any opportunity’s potential career path. Fourth, you must be willing to talk to candidates after working hours, and fifth, you must use all means of communication.
|To learn more about winning the war for talent, join Barb Bruno for the *FREE* webinar, “Candidate Engagement: Finding and Securing the Best Candidate.” Click here to reserve your spot.|
Requisitions should be performance-based rather than skills-based, and your website should highlight videos that show exactly what it’s like to work for your company. Testimonials and recommendations on your website and LinkedIn profile are critical because candidates spend as much as 6 to 7 hours researching companies before they apply for an opportunity.
Applicants’ experience is also critical to your success. During a panel, major companies and I were discussing the importance of the candidate experience with a VP of talent acquisition for a major pizza chain. The VP explained that when candidates did not have a positive experience applying for a job at the chain, they stopped buying its pizza. Thus, the negative candidate experience was costing it customers and potential future hires.
It’s been said that people are your greatest assets—but only if they are the RIGHT people. When you continually assess and improve your hiring process, you will attract the BEST talent who can help you achieve your company’s goals.
|Barb Bruno, CPC, CTS, Good as Gold Training, became a trainer so her clients could make more money. What separates Barb from other trainers is her commitment to responsible recruiting, responsible sales and her step-by-step comprehensive approach to training. Her techniques are specific, easy to implement and proven successful.
She is a dynamic international speaker, trainer, and author who enthusiastically shares her wealth of knowledge. Barb’s passion is speaking at industry and corporate events where she teaches sales professionals, recruiters, managers and entrepreneurs how to be more effective and as a result more successful. She has been the #1 rated speaker at many national, state and corporate conferences in the U.S. and abroad.