Don’t settle, find the talented employees you need!

Finding, hiring and retaining skilled employees is one of the top challenges for human resource departments and managers. It feels like the traditional approach to employment has been upended, a result of the COVID-19 pandemic and all the changes in where and how we work, pay scales, and a new dynamic that has given a measure of power to employees, not employers.

While the overall chaos has settled a bit in the last 6 to 12 months, best practices in recruitment and hiring are not what they were in 2019. Luckily, there have been advances and adaptations that address this, with this year laying the groundwork for better ways to acquire the talent your business needs, in spite of the ,talent gap in finding skilled workers that many companies still struggle with.

,Forbes recently outlined exactly what has changed in the post-pandemic world of work:

  • The meaning of work
  • The robust expansion of the economy
  • The flexibility of remote work
  • Job seekers have many options

So, in this changed landscape, how can HR acquire — and retain — top talent?

5 Recruiting Practices for 2022

Use Remote Recruiting.

For employers, remote work opens up an unlimited candidate pool, shortens the hiring process, and makes it easier to develop a more diversified workforce. And remote work means remote recruiting, using the same tools we all used when nearly everyone was working from home during the height of the pandemic.

While many corporations are pulling whatever strings they can to force employees to return to the office, studies continue to show that remote workers, if anything, work harder at home than they did at the office. In fact, ,CNBC reported in April that 64% of workers would consider quitting rather than return full-time to the office.

While face-to-face interaction clearly has benefits — think brainstorming, problem-solving, and the like — most employees are now comfortable videoconferencing for even a daily stand up meeting. Like any tool, the more we use it, the better we are at using it.

Use technology to automate the recruitment process.

Recruiting software powered by artificial intelligence continues to gain ground at a fast rate. A recent ,survey by the Society for Human Resources Management (SHRM) found that for early adopters, AI-powered recruiting software cut nearly 75% of cost-per-screen and reduced turnover by 35%.

Offer what candidates actually want in today’s world.

According to ,Forbes, candidates want flexibility, compassion and work-life balance. Since the pandemic, the work-life balance has changed dramatically. Employees working from home understand they have more flexibility and better work-life balance opposed to experiencing burnout. Compassion from company leaders will require more emotional intelligence regarding appreciation for their employees, their employees home life, and the workload that results in employee burnout. ,Limeade conducted a study that nearly 40% of employees left their workplace in 2021 to work from home, while 28% left without another job lined up.

Streamline Your Hiring And Onboarding.

Processes that are too clunky may actually be costing your company potential candidates. Streamlining the hiring process creates one standard process across the company, and requires getting stakeholders on board. One step to a streamlined process is creating a timeline for all departments and teams involved in the hiring process. A timeline will keep everyone on pace. Use tools you already have to do the work for you – go back to step 2 –, for example, set reminders, pre-schedule emails and responses, and online questionnaires.

“A vital part of keeping your employees is how they’re onboarded – first impressions matter. Ensuring that each employee feels empowered with the right tools, skills and expectations from Day 1 will be part of building longevity with your team members.” says Marie Stacks, CEO of Boost Midwest.

Focus on cultivating talent with intention.

Building a talented community, also known as pipelining, allows Human Resources the chance to forecast hiring needs by maintaining a ‘pipeline’ of talented prospects. Stay proactive with prospects and keep the line of communication warm, this includes follow-up emails and calls.

Why should prospects want to join your team? Company’s can provide intriguing external content, for example, behind the scenes, how-tos, etc. Another topic for external content could include discounts on products or services. Also consider content that is internal, e.g. company updates, current company news, employee spotlights, the perks of working at your company and more.

Internal communication is extremely valuable as Boost Midwest has noted ,here, however, Human Resource departments can benefit from sharing internal updates as well as external to build a pipeline of talent.

Contact ,Boost Midwest today for a free consultation to create a seamless and streamlined onboarding process.


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