STRATEGIES TO LAND TOP TALENT IN A HOT JOB MARKET

May 13, 2021

The current job market is hot and finding and top talent is tough – we are seeing candidates receive competing offers and/or their current employers sweetening current positions every single day! If you are searching for that perfect hire so are your competitors.  In a recent survey of US office professionals, more than half of the respondents said they received two or more offers when applying for jobs.  The challenge is to beat your competitors and hire the team you need to achieve your organizational goals!

Here are six strategies that will help set you apart from your competitors:

1. Promote Your Business

Candidates are doing extensive research on companies before they apply. Since 90% of job searching is done on mobile devices, review your mobile enabled website to ensure text display, page loads, scrolling and button position are working properly. Your website, jobsite profiles and social media content need to consistently reflect what you do, your culture and what makes your company a great place to work. Testimonials from current employees and clients is an effective way to promote your business and culture.

2. Finding Open Positions

Make it easy for candidates to find open positions, sort them geographically and quickly apply and upload a resume. It is important to have a well written job description. It should include: a description of the company, position title and reporting structure, job duties, details, required and preferred skills, any travel requirements and benefits.

3. Benefits and Perks

A comprehensive benefits package can set your company apart from your competition and help to land a top candidate. Talk about your 401(k)-matching plan, health insurance coverage and costs, paid time off, tuition reimbursement, portable insurance policies, pet insurance, work schedule flexibility and other perks or on-site services. Be sure to emphasize the organization’s career advancement philosophy, leadership and professional development opportunities.

4. Don’t Delay

Time is a key success factor in the hiring process in this job market. Examine your interview process and look for opportunities to speed up the process. Be flexible to accommodate a candidate who requests to be fast-tracked. At every stage of the hiring process, keep the candidate updated.  Not all candidates will meet every job requirement so assess their soft skills, fit within the culture, excitement for the job and their follow-up skills. Once you know they are the right fit and candidate for the role offer quickly. A word of caution – don’t speed up the hiring process so much that you miss important steps such as reference checks and other employment screening requirements.

5. Tailor the Offer

Start by getting to know your candidate and understand the things that are important. Make sure your salary offer is competitive, reflects the cost of living and fits within the candidate’s requirements and your budget. You can tailor the benefits and perks package to their stage in life. For instance, a candidate may not need health insurance benefits but needs life insurance coverage. Tuition reimbursement may be a priority for a new college graduate. A flexible telecommuting schedule could be important for a candidate with children or for someone caring for an elderly parent. A signing bonus may be important to help cover relocation costs or initial expense reimbursements. During negotiations, be willing to create a tailored offer that will appeal to the candidate.

6.Plan for hiring obstacles

It is important to have a back-up plan in place when hiring goes slower than anticipated. There’s a fine balance that exists between sales, recruiting and current staff workloads that can quickly go sideways if you are unable to bring in skilled talent.  One solution to consider is to utilize temporary staff or consultants to fill staff and management positions until you are able to find a full-time employee.

Today’s job market is largely candidate driven and there are more jobs available than candidates to fill the positions.  Now is the time to get creative with your approach to finding, hiring, and retaining talent. Developing a personal relationship with candidates is more important than ever in this job market. Want a competitive edge in your pursuit to recruit top talent?  Reach out and learn how we can partner and be a resource to your team.