Many of the candidates we place have a long list of good reasons to leave their current employer, and those reasons typically become key factors in what company they select moving forward. As we start 2023, there are several themes we feel will become the new normal of recruitment.
What do we think 2023 will bring? Here are our top 10 “new normal” recruiting tips
- Financial: Your financial offer is always going to be important, but to secure the top talent in the marketplace you need to be very competitive. Base salary, sign on bonus, and how that bonus is obtained needs to be very clearly articulated. Candidates in 2023 are a much savvier and they know they have choices.
- Benefits: No one wants to wait to get new health insurance coverage. Thus, you need a strategy to bridge the time gap until they can be added to your company plan. Some companies will pay cobra and others will pay ongoing coverage for a few months (if needed include their spouse too). Don’t put the burden on the candidate, have a plan.
- Culture and Brand: This one is one of the more important items on the list. Candidates want to work for great companies and your brand is always on display from the minute the candidate walks in the door. Candidates make decisions on where they want to work based on what they see, who they speak to, and how the interview process is run. Make sure candidates walk out of your building with something they can take home to make the opportunity real to their family. Most offers are turned down, not by the candidate, but by someone at home talking them out of it.
- The boss: Does your leadership get involved with the interview process? They should. Candidates make decisions based on who they will potentially be working with. Make it easy for you’re the candidate to see how that relationship would look and feel. This is becoming more and more important in the new normal for recruiting.
- Location of job (office, home, hybrid): We see hybrid work continuing to be a popular option for candidates. Of course, 100% remote is also very desirable and increases your selection pool greatly. It is about trust.
- Location drives need for flexibility: If you have a physical location, not near a major metro area, with few competitors, your available talent pool is going to be very thin. Companies must have vision and hire the best available talent. They need to invest in internal training and education or risk having the role open for a longer period. Training needs to become an area of concentration to be able to grow local talent.
- Leadership: Your company leadership must be visible and accessible in the interview process. Astute candidates want to hear your company strategy and vision. This is especially true for higher level jobs which attract more expensive candidates.
- Offer stage: Put an expiration date on your offer or risk it getting shopped by the candidate whose talent is in demand in your market. Be aware of “fear of change or fear of the unknown” creeping into this stage. If they need too much time to decide, they may not be as committed to change as initially thought. Make sure the candidate has had all their questions answered pre-offer, let them get to know your company on the inside.
- Counteroffer: When your candidate responds to the offer, be prepared and have a plan. Your counter shouldn’t be just about the money, focus on your company, the candidate’s career path, and get the spouse involved in discussions.
- Retainment: Have 30-60-90 day plans in place with all new hires. Have check-ins every six months to discuss their happiness with their role and the company. Have training alternatives and opportunities available to promote career advancements. You will need to have a plan in place for every employee by department head.
2023 will continue to be a candidate driven market, candidates will continue to have the power of choice. You must look at the interview process differently. It has shifted from is the candidate worthy and qualified to work for us? to…… is the company worthy of having me work for them? This philosophy will shift interview pressure more onto the employer, be prepared to fight the war on talent in 2023.
CONTACT US:
To learn more about how GRN Coastal can help you land top candidates, please contact us!
John Salvadore
Managing Partner
jsalvadore@grncoastal.com
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