According to the Bureau of Labor Statistics, there are almost 5.8 million job openings in America. Think about it: that’s enough openings to give every single person in Chicago and Houston a brand spanking new position, and still have some left over. Coupled with the historically low unemployment rate, this means it's exceedingly hard to fill open positions with anyone, much less top talent. Job seekers have a multitude of options so companies need to go beyond the ‘post and pray’ method to attract talent. Here are some ways your organization can land the best talent available qualified before they get snapped up by the competition..
Use social media effectively
Don't just post your positions on social channels and expect top talent to find you. UPS, one of the world’s largest package delivery companies, is a prime example of how a company can use social media effectively and unobtrusively to recruit new talent. UPS harnesses the power of advanced targeting options in Facebook and Twitter to reach a wide group of potential employees and remind them why UPS is a great place to work. Your company can emulate that strategy by highlighting what your organization can offer new employees and introducing potential candidates to your culture and values early in the recruiting process. Go beyond putting up a job ad - show job seekers what sets your business apart and why they should work for you.
Create a talent pipeline, even if you're not hiring
As I stated in one of my previous posts, when a company is trying to fill a job opening, one of the most difficult tasks is quickly identifying, vetting, and onboarding new hires when a job position opens up. Why not cut down on this wasted productivity by creating a talent pipeline? That way, you’ll already have potential candidates lined up, so that once a job position becomes vacant, you have a list of qualified individuals waiting to fill it! According to LinkedIn, [https://business.linkedin.com/talent-solutions/blog/2013/06/5-ways-talen... “Your mindset [needs to] switch from recruiting to fill an open position, to thinking about who your company will want and should hire in the future.” Filling job openings is a chess game. Think three steps ahead and watch how quickly you fill new vacancies.
Focus on the biggest talent demographic
Over 33% of the American workforce is comprised of millennials, according to the Pew Research Center. It’s safe to say it’s in your company’s best interests to figure out how to connect with these young workers. But what millennials are looking for in a career is quite a bit different than previous generations. The good news: if you can offer flexible scheduling, high quality employee development programs, and a sense of purpose, you are well on your way to attracting one of the largest and most dynamic sectors of the workforce the world has ever seen.
The tables have turned (for now) in the job market: instead of jobseekers desperately knocking at the door hoping to score an interview, companies are now vigorously competing with each other to attract the best new talent to fill their job vacancies. Try some of these tactics to give your company a leg up on your competition.
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