Kamal Kataria, founder, dasro—an IT personnel and consultancy firm
getty
There is a war going on to win talent. Employers who want to get to the top must offer more than just a salary. Over the past few years, professionals in every industry have redefined what they need in a job to be fulfilled. The resulting change is dramatic – and it has left recruiters struggling to meet new demands.
The Great Resignation has people looking for a better work-life balance, opportunities for growth and development and meaning. Simply put, they are looking for a better experience.
Winning the hearts and minds of professionals is a challenge. But it is not impossible. Reshaping your hiring process and workplace culture can go a long way in attracting and retaining the best talent available. Here are three free things your organization can do to get started.
1. Reduce your hiring cycle to days.
Months of application procedures are a thing of the past. Today’s recruiting industry needs to be fast and agile. In fact, per CareerBuilder survey, 60% of the candidates have stopped the hiring process because it was too long or too complex. The best way to solve this is to shorten your hiring cycle.
Human psychology doesn’t want us to wait for the next best option. The fear of the unknown, the worry of waiting and the stress of being between jobs keep candidates from waiting. The longer your process takes, the more likely you are to lose the best talent to a competitor.
Treat your candidates with respect and don’t waste their time.
Benefits for talent: A quick and easy recruiting process makes candidates feel essential and valued. A quick offer means desire. It shows them that you recognize their skills and want them on board. Fast recruiting turnaround times allow candidates to better manage job searches. They can quickly compare offers and make a decision. It gives them peace of mind knowing they are valued and can sign up for your position with confidence.
Benefits for employers: For recruiters and their companies, a fast recruiting process has many advantages. First, you don’t have to compete with other offers. There is power in being the first to market with a top candidate. You can win the talent war by distinguishing your company from others. When you outline the process, you pit yourself against other companies for the same person. And in a competitive market, you may not be able to win. If your company doesn’t offer an amazing compensation package, it will become increasingly difficult to convince talent to prefer your position over others.
2. Offer flexibility.
Covid-19 has accelerated the work-from-home revolution, especially in technology. Many companies are beginning to see the benefits of offering remote working options. Companies offer their employees more flexibility. This flexibility is a major selling point for many employees, especially those with families.
An investigation by Harvard Business Review discovered that 77% of people Preferably a job with some flexibility. and of the 39% of millennials surveyed by Indeed, who said they have never worked in person full-time, 89% said the benefits of working from home outweigh the benefits of going to the office every day. The days of the 9-to-5 job are over. Closets are outdated and candidates are letting recruiters know they want more control over their work days.
Professionals want options that allow them to have a life outside of work. By offering your candidates a flexible work schedule, you let them know that you understand their needs. This connection is invaluable when you’re trying to win over top talent.
Benefits for talent: Flexibility means more time in the places and with the people who matter most. That’s what you can offer with flexibility. When talented individuals can work from home or outside the traditional office environment, they have more time for their passions, family and friends. They can take care of their health and well-being without sacrificing their work. It means fewer hours commuting and more hours pursuing their passions and developing their personal lives.
Benefits for employers: The benefits of providing flexibility to candidates go beyond winning the talent war. Sure, outsourcing your competition is a great way to achieve your business goals. But there are other benefits to offering a flexible work policy. Fewer people in the office means less overhead. When you combine less overhead with contract work, your personnel costs are drastically reduced. Also, employee retention is much higher when people have the option to work remotely. When you offer flexibility, you tell employees that you trust them and value their skills. This is a big deal, and employees are more likely to stick around if they feel valued.
3. Provide a good candidate experience.
Some of our clients do one interview and hire their highest paid consultants, while we have others who do three to four rounds of interview.
It is essential to understand that a candidate also has a life, and the more you waste their time, the more likely they are to take an offer from one of your competitors. You need to make sure that every touchpoint in your application process is valuable to both the candidate and the interviewer. Following are some essential tips:
• Don’t ask irrelevant questions.
• Cut to the chase.
• Don’t keep them waiting.
• Make sure the interviewer is prepared.
• End with a clear next step.
By following these simple tips, you can ensure that your candidates have a positive experience during the application process.
It’s time to make recruiting more human for better results.
In general, winning the talent war means making the process more humane. Remember, you’re not just hiring an employee to fill a blank in your org chart. Your company hires a person – a person with a family, a life and passions. By understanding the needs of your candidates and providing a great experience throughout the process, you are one step closer to outsourcing your competition.
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