Are You Addressing These 3 Important Staffing Trends for 2016?
Is it really possible that we are into the second quarter of 2016 already? Even if you’re in denial, a glance at the calendar confirms it’s true. So where have your first quarter efforts taken you? Are you focused on the right things to stay ahead of your competition? Here are three important staffing trends that should be driving your endeavors.
Candidates are in the driver’s seat
It’s not going to be an easy year for recruiting. With lower unemployment rates, strong candidates are either already working or have the option to be picky about accepting job offers. The majority of top performers who are currently employed are not actively looking, so recruiters and companies need to find new ways to attract these passive candidates.
Candidates need to be sold on companies. It’s important to market your company as a great place to work. In addition to a decent (if not great) salary and benefits, what perks do you offer? Candidates really want to know “what’s in it for me?” There are many types of incentives you can provide. Just be sure you are clear about how working for you company is a win-win for everyone involved.
In addition to “WIFM” from a perks and incentives perspective, people also want to know that a company’s values are in line with their own. Building your brand so it’s obvious what your company is all about also helps to ensure that the people you attract are the ones who will fit in with your corporate culture.
Existing employees are extremely valuable
Companies are realizing the value of their existing employees. And in times like these, you need to work hard at providing reasons to stay. The top talent is getting courted by your competition so you want to show them why they’re better off staying where they are. In many ways this is similar to the idea of selling new candidates on why your company is a great place to work, but it can be easy to overlook the need to “sell” someone who is already on board. Don’t let that happen. Keep communication open and regularly show appreciation for a job well done. To find out what entices people to stay, conduct “retention interviews.” Instead of waiting until someone gives notice, then conducting an exit interview, try conducting interviews with people who have been with you for a while and find out what it is that appeals to them about the job and company.
Many companies are also using training/education to fill in gaps for missing skills in current employees rather than looking outside for someone who already has those skills. Remember, a good attitude goes a long way, and is not something that can’t be taught.
Asking existing employees for referrals continues to be a great source for new talent. Employees who were hired based on a referral are often among the top performers. Encourage referrals—including asking people to tap into their professional networks—by putting a good employee referral program in place.
Technology rules: Accessibility plus data, data and more data
Since the competition for candidates is heating up, it’s important for companies to focus on the candidate experience. People are on the go, and your staffing efforts need to move with them via smart phones, tablets and laptops. Be accessible and make it simple for candidates to connect with your company. Start making use of video in your hiring ads and company profile if you don’t already. Not only is it more stimulating, it enables people to read less and move forward faster. You need to use the technology available to make it easy for candidates to access information and apply for jobs; and for you to offer faster answers and be generally more responsive. If you’re not attentive enough, quickly enough, good candidates will lose interest.
Leveraging social media and various online groups and communities is becoming more and more necessary. Companies now have more access to information about potential candidates than ever before. You just need to be certain you are using the information effectively to better target the people you want to hire. Tracking and organizing all of the data people put out there can sound overwhelming at first, but with the right software, you will be able to create a talent pool that will continue to grow with you and be essential for all stages of employment.
Employers are likely to be struggling this year more than the candidates looking for jobs. So, do your homework. Understand what changes you need to make in order to sell the best candidates and current employees on the benefits of working for your company. Get creative, embrace new technologies and make it happen.