Ever since COVID began impacting business worldwide, things have drastically changed for both job seekers and employers. Recruiting in this market has become much more challenging.
Work from home has become common (and expected in many cases), the “great resignation” happened, and it seems like every day we’re hearing about something new happening in the world of employment.
Whether it’s quiet quitting, a forced return to the office, or employees expecting higher salaries, you can’t deny that things have changed. The question is, have you changed and adapted to what we are now facing in this recruiting market?
Our take on what is happening with recruiting in this market
- We are seeing that companies who are reluctant (or slow) to make decisions lose the best candidates. For more on this topic read our blog post, Improve this one thing for recruiting success.
- It takes reaching out to many more potential candidates to find the best ones. It is common to reach out to 200+ job seekers to reach the best candidates.
- Reaching great candidates takes several methods and passes to initiate a conversation. You might need to make a phone call, cold call, text, or email. It may take several attempts to finally make live contact with a candidate.
- In this recruiting market, there must be compelling reasons to get potential candidates interested in your open positions. You could consider including a hook in your opening correspondence – for example, career growth opportunity with the market leader or large upside professionally and financially.
- Many of the candidates we place have great reasons to leave the company they are employed with. The list is long: leadership, boss, coworkers, lack of training, culture, product or service quality. As mentioned in the point above, top candidates are looking for good reasons to consider a new position.
- Candidates that apply because they have similar keywords to the postings are often not a good fit when vetted.
- We have many candidates in our databases, but we always need to reach out to more.
- Candidates seem interested in a position initially, but is this career cushioning (employees looking for new opportunities in case they lose their job) or is it fear of change when reality comes into play?
- Companies are tentative to make decisions, even when a position is vital to their success. This sometimes places undo pressure on those having to cover the job duties of the open position.
- We need feedback from clients and candidates more often now, as things change during our process.
- Good candidates, once interested in a job, change and have updated their resume and are now looking at many options.
- It may take a sign-on bonus to hire the best. Again, the candidates have options and companies need to stand out.
Key takeaway:
Companies cannot be slow to make an offer to a good candidate. Top talent have many options and can be a hot commodity. Employers that drag their feet making a hiring decision will likely lose their first-choice candidate because they have already received an offer somewhere else.
Being aware of what is happening in the current recruiting marketing is key to being able to find the perfect candidate for your open positions.
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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