Recruiting and hiring professionals combine diligence with creativity. According to the U.S. Bureau of Labor Statistics, some of the most significant employment shortages are in skilled labor industries, mining, warehousing, etc.
According to a recent Indeed survey, 48% of job applicants admitted that they stopped communicating with hiring managers during the recruitment process. The reasons for this include limited engagement, poor communication, and relationship building.
Recruiting staff and hiring managers must step up and understand that their engagement methods must evolve to attract skilled professionals.
Here are some actionable guidelines that can be implemented:
1. Tell prospective employees about the company’s mission and vision.
Every business begins with a vision. Begin by identifying your business’s values and communicating this unique value to prospective employees during the recruitment process. Communicate what your business stands for beyond slogans and color schemes.
Although every business can’t solve major social issues, connecting your brand to a greater cause can bring inspiration and fulfillment to work tasks.
2. Provide apprenticeship and internship opportunities.
Offering on-the-job training opportunities to candidates who are qualified through high schools, trade, and vocational schools can help you hire skilled professionals. The need for trained workers is being met by a rise in on-the-job training apprenticeships in the modern workplace.
An apprenticeship program has a lot of advantages. According to the Department of Labor, 90% of apprentices get jobs with said employer after completing their training.
3. Build competitive benefits and compensation packages.
Most employers make the mistake of offering the same benefits package as their competitors and base their offerings on what is an industry or regional standard. You likely need a great compensation package to attract the right employees in specific industries where qualified candidates are hard to come by.
4. Define your company culture.
With a defined company culture, you can provide employees with the right environment to meet their needs while working toward business goals. Healthy, well-defined company culture will attract skilled talents and retain your existing employees.
All employees should be able to have a voice in the company experience and accountability should look the same at all levels. Through those interactions, your wider team can co-create and promote the culture to prospective new employees.
5. Network with potential talent at industry events and job fairs.
Connecting with other professionals can provide insight into the benefits other companies provide their employees. Networking also helps expand talent pools and can help you find new hires through conversations.
It might be challenging to stand out at a career fair when numerous firms are competing for attendees’ attention, so ask for a list of the companies that will be in attendance so you can look for ways to make an impact.
6. Use an industry-specific recruitment agency.
Companies lacking the time and resources to fill openings internally may benefit from a recruitment service. There are industry-specific agencies that help companies hire skilled professionals. For example, healthcare recruiting firms help recruit healthcare workers. Recruiting firms can locate the top applicants for various positions since they maintain a sizable talent network.
Therefore, convey your hiring standards and needs to recruitment managers clearly and directly to maximize your investment. Explain your organization’s culture and identify your ideal candidates to offer them a clear idea of which job applicants will best suit that profile.
Hiring highly skilled employees depends on using the right strategies. In a competitive market, companies must learn how to position themselves to attract the right talents.
Jenny Battershell is the director of marketing at Goodwin Recruiting, a full-service recruiting firm. Battershell spent nine years as Goodwin’s director of sales and four more as the marketing and client relations manager before moving into her current role. She currently resides in Cleveland, Ohio.
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