While the number of jobs being advertised is continuing to rise in many sectors, the volume of applicants has drastically declined, leading to significant talent shortages.
Closed borders and candidate reluctance to change roles during uncertain times are adding to the problem.
We are in a candidate-short market, which is impacting the time to fill roles and driving a need to change the way we tackle recruitment.
As the world comes out of hibernation and organisations look to expand their workforces, the need for talent will continue to escalate.
People will become more confident as we settle into a new COVID-19 normal, they will recognise the opportunity to change roles and The Great Resignation will begin. How will you find talented people to fill open roles?
DOWNLOAD THE FREE EBOOK: Overcoming talent shortages
Addressing talent shortages
The competition for top talent continues to escalate and this has been compounded by the candidates’ need for flexibility.
There are new candidate realities, an escalation of problem areas and a focus on timing that all need to be considered.
In addition, your hiring managers want to see candidates they are not receiving from website postings or job board ads, so where do you find them?
The best person to fill your open jobs is often employed. They have a successful track record, experience, credentials and the skills you require.
Most people do not intend to leave their current job and are often open to listening about new opportunities that represent their next career move.
Whether you are an in-house talent acquisition professional or third-party recruiter, recruiting presentations must be made every day. Search is the primary way of attracting quality talent.
These candidates are not reading website postings or job board ads, they are too busy doing a great job for someone else. However, they can hit the ground running and often provide the fastest ROI (Return on Investment).
Building trust with these candidates
Initially, you are a stranger, who these prospective candidates do not know or trust.
If you take a high tech and high touch approach to recruiting, you will develop rapport, which will lead to trust.
You have a moral and ethical responsibility to always do the best job you can for each candidate.
Accepting a new job is one of the most important decisions a person makes.
Their decision impacts their quality of life, earning and advancement potential, future marketability, family and the environment and culture where they will spend most of their time.
This blog is an excerpt from the eBook, Overcoming talent shortages, a collaboration between Barbara Bruno (author of High-Tech High-Touch Recruiting) and JobAdder. Download the free eBook now to discover more key insights, including:
- Sourcing candidates today
- Proactive vs. reactive recruiting
- Building referrals
- Sample scripts
- What are candidates looking for?
- Reduce non-starters and rejected offers
- Dealing with counter offers
- Impact of timing