“We face challenges with recruitment, what can we do differently?”
I have often had this conversation with clients as a external recruiter or in-house TA Head and have done so for over 20 years… the same types of issues arise.
But there are, in most cases, simple solutions.
1. Persistent Talent Shortage: The talent shortage isn't waning, with employers consistently highlighting the difficulty in finding qualified candidates.
A: Or perhaps, looking at cross training existing team members? Seeking people with the right traits for a role or transferable skills. People returning to work or those that have been retrenched from departments that were reduced in size or automated.
2. Skills Gap: Companies struggle to find qualified talent, yet 38.5% of jobseekers say employers set unrealistic standards.
A: Unrealistic, often translates to a desire for highly qualified talent and a budget below market rate/ salary / package on offer. Therefore, junior candidates are overwhelmed, (if offered) and senior candidates don’t apply or reject offers.
3. The Great Resignation Continues: Over 57% of candidates, employed or otherwise, are actively/passively job hunting, suggesting the trend isn't abating.
A: Lack of training, development, internal opportunities to really try something different. Work overload, burnout, calls 24/7 or expectations to respond to emails round the clock. Low pay rises that aren’t in line with inflation. Insecurity in their roles, companies making job cuts to save cost. Means that people are less loyal than they used to be.
4. Economic Impact on Hiring: As economic uncertainty looms, transparency in job ads (like mentioning salary ranges) could be key in attracting talent.
A: Employers need to avoid putting Senior sounding titles with regional or global remit, then add, 3 years’ experience required. Transparency around salary would help people decide if it is worthwhile putting their hat in the ring. Showcasing the right things depending on the location / target culture is critical. What works in the West does not work in the East.
5. Job Boards are Crucial: 60% of employers are leaning more on job boards for recruitment. Similarly, 66.3% of jobseekers would first head to a job board in urgent job searches.
A: Easy to do, but recruiters can also help candidates navigate the market and provide insight. Some job adds, are poorly written, discriminative or use internal jargon that makes no sense to external applicants. Therefore, impacting on the number or quality of candidates applying.
6. Ghosting Fears: Clear communication is essential. Both parties’ express concerns over unresponsiveness and ghosting.
A: Yes, this happens on both sides and is not ideal for anyone. However, an organization should not be ghosting candidates that have invested time in the interview process. It reflects very poorly on them and can impact their image externally and reputation. In small markets, candidates may share negative experiences, making it then harder to attract talent.
7. Remote Work Remains Popular: Candidates still desire remote roles, but they're becoming harder to find, challenging employers' hiring strategies.
A: This really, in my view, depends on what you do for a living. In some cases, you really don’t need to be onsite, in other cases you have to be. Sensible approaches by businesses and looking at role types should be straight forward enough to do.
8. Quick Application Processes: Speedy application processes are in demand. Almost 20% of jobseekers find long application processes daunting.
A: Yes, yes, yes. This is a key reason you lose talent at any time. Anyone that is in demand will be gone quickly or loose interest. If you don’t feel wanted, you won’t join a business. It also potentially means that candidates may not reapply or be interested in the future either.
9. Diverse Reasons for Job Searches: From searching for supplementary roles to returning after caregiving, candidates' reasons to seek jobs are multifaceted. Tailored strategies are crucial.
A: You should be seeking talent from as many pools as possible. Fishing for talent locally only, in the exact same space, with irrelevant language requirements is not always the best approach. Think about what is nice to have vs what you really need.
10. Retirees Re-joining Workforce: With a noticeable uptick in "unretirement", the challenge is finding the right fit for this demographic.
A: Great to leverage off experience. Something all businesses should consider. But expect to pay for it. As you should.
· The points above often made by companies are not new. Nor are the solutions.
· The real question is when you are looking for talent, how do you go about it?
· Are you realistic?
· Flexible?
· Thinking long term or short term?
· Is your Talent acquisition team dialled in to the requirements, are your external recruitment partners? Have you all sat around the table and shared information and advice?
· Are you listening?
If you would like to discuss your hiring strategies or requirements feel free to get in touch.
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