Companies are facing acute hiring difficulties as businesses are recovering after the pandemic, and customer expectations roar back to life.
But because of a variety of complicated factors, it has become exceedingly difficult to both recruit and retain employees.
There is undoubtedly a labour shortage across Australia if not the world right now.
As staff becomes more situationally aware and conscious of their employment options, they tend to become more active in the job market.
From our engagements with job seekers, many are open to opportunities and/or/are willing to relocate out of the capital cities for the right lifestyle, pay or career advancement opportunities.
People have learned to adapt to working from home, wherever they want, whenever they want, and see greater value in work-life balance. We have seen organisations with inflexible work from the office culture having to settle for second best when the best candidates have had similar job duties with more suitable work-from-home arrangements.
But that doesn’t mean the right talent doesn’t exist.
Here are five ways you can hire people for your organisation:
1. Hire Internally
Internal recruitment can save you a lot of time and resources because there is no lengthy interview and onboarding method.
Internal hiring also improves the morale and retention of other employees as this demonstrates that the organisation values and develops their staff.
Compared to low-performing organisations, high-performing organisation prioritise internal recruitment as this improves culture, business efficiency, and profitability.
The potential disadvantage of internal recruitment/promotion is that it can reduce the innovation, and diversity that an external hire could bring if staff learning and development have been neglected.
2. Hire Your Customer or Supplier
More employers are hiring those who already connect with their company: their customers and/or suppliers.
The upstream or downstream stakeholders are already familiar with your company and the service/product and any improvements that can be made to both organisations as a part of the supply chain or operations.
This may imply that they will require less training after joining the organization, resulting in improved productivity/ return of investment from the hire.
3. Use a Talent CRM
Given the additional challenge of a skilled labour shortage in many professions, streamlining, and expediting the hiring process is crucial.
A CRM software (e.g Salesforce) main advantage is that it enhances the effectiveness of hiring and applicant governance, making the process faster and easier.
CRM also enables recruiters to find and easily assign applicants to open positions, requiring them to deal with fewer applicants to focus deeper on quality candidates.
The tool shortens the time to shortlist and organise interviews thus increasing acceptance rates, especially in the current job market where speed to market and offer and acceptance can and have been made during an interview.
4. Promote an Employee Referral System
Establishing an employee rewards program is an excellent way to hire qualified individuals and keep your current employees delighted.
Make use of your company's staff members as brand ambassadors. Request that they refer qualified Candidates to earn rewards.
Motivate them by providing appealing employee referral incentives – such as cash incentives, additional paid leave, gifts, or an exotic vacation package.
Don’t forget to consult your finance department on the tax implications.
5. Speak to a Talent Acquisition Expert
You can also utilize the service of a talent acquisition professional to manage your hiring. These professionals can handle complete end-to-end recruiting on your behalf.
This is not just about recruiting. Talent acquisition is the engagement in extensive strategic planning, examining an organization’s strategic objectives, workforce plans, capabilities, projected growth, operational proficiencies, maturity, and the current and future skill set requirements, and experiences that an organisation and its employees require to succeed.
A skilled talent acquisition expert employs employment branding strategies to attract quality candidates. The expert manages and keeps associations with applicants who exhibit potential. This can help improve the speed and efficiency to find a candidate to meet a job brief. They spend time understanding organisational needs, strategic direction, work culture, environment, business, and staff needs and provide up-to-date market advice. They partner with both the candidate and the organisation to embark on their development journey, whilst providing sound advice.
Suitable performance measures and analytics are intended to improve hiring decisions continually. Competition for the top candidates is fierce, and professional talent acquisition professionals can support an organisation to gain that competitive advantage.
That’s what we do at Kingston Human Capital – everyday.
Good luck and enjoy your Easter talent hunt!
