Recruiting and hiring are both complex processes for businesses. Companies have to adhere to a wide range of legal and regulatory requirements, such as non-discrimination laws, labor laws, and immigration laws, but they face intense competition for talent. Finding and hiring the right talent is another highly competitive process, especially in industries and regions where skilled workers are in high demand. This means considerable recruitment efforts may be needed to hire top talent and create thriving employer brands.
According to data from the US Chamber of Commerce, other concerns have increased the strain on recruiting and hiring. The COVID-19 pandemic has disrupted the US labor force, with industries like leisure and hospitality still struggling to recruit, hire and retain workers. While other sectors may have been less affected by labor shortages, they are now struggling to adapt to the rise of remote and hybrid work.
All these and numerous other issues make recruiting and hiring a more complex proposition. This article will explore the 5 best hiring practices for organizations.
Adapting to New Rules and Trends
According to the same report by the US Chamber of Commerce, employers must invest more in attracting and retaining talented employees. While some companies have decided to adopt remote or hybrid work models and flexible scheduling to optimize employee attraction and retention, others have expanded benefits for health and childcare.
There is no standard solution to address the labor shortages in various industries. Different industries and employers require unique approaches to solve their respective challenges. However, the first step is recognizing the need to adapt to new trends. Organizations must stay updated with sector developments and evolving employee needs.
For instance, 76% of job seekers prioritize company culture, and 75% of Americans would reject a job offer from a business with a negative reputation. In addition, 50% of employees have declined an offer because of poor recruitment experience.
Based on this research, employers must understand what their target job seekers value in businesses and how to tailor the recruitment process accordingly.
Treating Candidates Like Customers
First impressions are crucial during a job interview, regardless of whether the meeting is over the phone, via Zoom, or in person. The initial interview sets the stage for how candidates perceive the company and its missions and value.
As confirmed by StandOut CV, a positive interview process inclines 38% of candidates to accept a job offer. This research also highlights that 60% of candidates will abandon an application process if it is too complex. In addition, a quarter of survey respondents experienced unpunctual hiring managers during their first interview.
Consequently, HR managers must treat candidates with the same level of respect and attentiveness shown to the best clients. They must arrive for interviews on time, make candidates feel comfortable and welcome, communicate the company’s mission and values, and ask strategic questions.
Successful organizations require high-quality talent to maintain growth, and by employing these strategies for candidates, they can achieve this. While desperate job seekers may overlook negative recruitment experiences, these may not be the best-suited employees.
Emphasizing Company Culture
As mentioned above, company culture is crucial for recruitment and hiring. Job seekers are attracted to companies with great reputations because they want positive working environments. Employers with excellent brand images seem dependable and committed to their businesses.
Research by Glassdoor confirms that 86% of job candidates research a company’s reviews and ratings before applying. To respond to this trend, employers must adopt and nurture a positive company culture reflecting their values and mission. For instance, providing e-learning career development opportunities optimizes retention rates by 60%, and 40% of employees left their jobs between 2021 and 2022 due to a lack of career advancement and training.
Similarly, a report by Ernst & Young (EY) states that 90% of US employees agree that empathetic leadership optimizes job satisfaction, and 79% confirm it reduced workforce turnover. 88% of these respondents also mentioned that empathetic leadership increases loyalty—54% of employees have left their jobs due to a lack of empathy.
Ultimately, employees are much more considerate of corporate culture and prioritize employers who provide career development training and empathetic leadership. Businesses need to understand the exact needs of their target employees and how they can implement this throughout their operations.
Correctly Monitoring Job Vacancies
When businesses need to fill vacancies, it is best to consider how to achieve this internally. With
63% of recruiters highlighting talent shortage to be their greatest challenge, organizations must consider upskilling their staff and filling job roles internally.
However, recruiters must begin by monitoring job vacancies to stay ahead of the demand for employees. While many companies may fail to use this solution, it offers more advantages than hiring external employees. First, employees are more likely to develop loyalty to companies that invest in them.
Next, HR managers can reduce the time and costs associated with recruiting, hiring, and screening new employees. The existing workforce is also already accustomed to the business’s culture and operations.
Providing Equal Opportunities to All Candidates
Recent studies show that women of color were disproportionately affected by pandemic-related job losses. They were also more likely to be laid off during the waves of job cuts compared to their white counterparts. The COVID-19 pandemic and other challenges have also made companies more likely to cut back on diversity initiatives and programs that support women of color in the workplace. Organizations hoping to attract and hire top talent in 2023 and beyond should understand they have a responsibility to address this issue.
Using These Best Practices for Recruitment and Hiring
Hiring can be a complex and costly process, especially for small and medium-sized businesses that may not have dedicated HR teams or the resources to engage in extensive recruitment efforts. However, by using the best practices above, most companies can improve their strategies and make sure they recruit top talent in 2023.
