If you’re trying to hire new talent, you’re probably aware of how difficult it is right now to find and attract top candidates. The worker shortage is expected to last for some time. But understanding what’s going on can help you develop strategies to increase your rates of successful hiring. Here are five key problems currently affecting the talent pool and some strategies for overcoming them.
1. The Great Resignation
The Great Resignation started in the spring of 2021, showing no sign of abating. Workers are leaving their jobs at record numbers, citing reasons ranging from safety to pay to the quality of life. Although some are leaving the workforce altogether, others are simply changing jobs. So turn it into an opportunity by making your company more attractive to job seekers. A strong work culture, fair pay, and flexible working conditions can help attract those seeking a better work-life.
2. COVID-19 Concerns
Nearly two years into the COVID-19 pandemic, we continue to experience new waves. Many people remain afraid of going back to onsite jobs. They worry about being exposed to the virus. You can allay their fears by stressing the precautions your company is taking. Do you have a vaccine mandate? Indoor masking? Social distancing? Remote work options? Highlight safety throughout the entire hiring process, from your job ads through interviewing and onboarding.
3. Candidate Ghosting
Ghosting, or cutting off all contact with no explanation, has made its way from the dating world to job-hunting. You can’t completely prevent being ghosted, but open communication can go a long way toward reducing it. Learn the candidate’s motivations and deal-breakers upfront. Candidly discuss salary, ask about the person’s current employer, and pitch your company’s value.
4. Attracting the Wrong Candidates
It can be extremely frustrating to discover that your job ads attract unqualified people for the position. Take the time to go through the job description and figure out what resonates with the candidates you want. Also, consider asking a few basic screening questions to knock out unqualified candidates right away. For example, if the job requires a current driver’s license, ask on the initial application whether candidates have one.
5. Inherent Hiring Bias
There is an increasing focus on diversity and inclusion among workers and employers alike. But if you’re still using traditional hiring methods, you may be introducing unintentional bias that can narrow your talent pool. To combat this, start by rethinking your job descriptions. Take out language that may be racially or gender-biased. When reviewing resumes, use software to strip out identifying information such as name, address, and even schools attended. This allows you to compare candidates on their merits without being swayed by a fancy university or prime home address.
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