This post was updated in June 2019.
October may have just begun but the year will be over before we know it. With days shortening and year-end deadlines creeping up, there’s no better time for a little inspiration.
These nine months of 2015 have presented new frontiers for talent attraction professionals — the unemployment rate keeps dropping and we have decidedly moved to a talent-driven economy, one where great candidates have their pick of jobs to choose from.
It’s challenging to recruit in this kind of market but these conditions are also full of opportunity. Specifically, recruiters and hiring managers can now engage with candidates who are seeking the right job, not just any job.
Here are three tactics to reinvigorate your end of year efforts, brought to you by three talent leaders at the top of the game.
Engage the candidates who are “just looking”
For many, job search today is a lot like window shopping — 71% of adults agree it’s important to keep a pulse on the job market, even if they aren’t currently looking to change jobs. These candidates are always keeping an eye on new opportunities but hold out on applying because they are focused on finding the right job.
A compelling employer brand helps candidates determine if your company is the right fit. Aaron Kraljev, VP of Employment Marketing at Wells Fargo, told us they have “made a shift to investing in educating people about what it means to work for the bank. We’d rather be very upfront and have a candidate decide not to apply than target candidates who aren’t the right fit.”
Change the definition of the workplace
The labor market shift from a “live to work” to a “work to live” mentality is defining how top candidates search, indicating the standard 9-to-5 workplace is going out of style.
“The very best talent will simply demand better for themselves and will gravitate towards companies, and opportunities, that are employee-centric,” said Barb Bidan, VP of Global Talent Acquisition at Indeed. “Employers need to be willing to allow an employee's work life to mold around their other personal obligations and interests.”
Whether it’s offering part-time and remote work, or condensed summer work weeks to help working families, introducing flexibility into how your workplace functions will increase employee satisfaction and attract top talent from other companies who don’t.
Barb is a firm believer that “in the end, the very best talent is driving the market and employers who want to hire that talent need to get creative with their flexibility offering. The ultimate test is being flexible enough to hear what matters most to an individual and be open to accommodating their requests in order to attract them to you.”
Inspire the next generation of talent
With the millennial workforce in full swing, top employers are now looking to the next set of talent — Generation Z. “You really have to be creative and figure out how you can source talent at a grassroots level,” said Jason Otero, Talent Acquisition Leader at Esri. “The earlier you can get to them, the better, especially when you don’t have a recognizable brand.”
As a generation that’s driven by career growth and fulfilling work, finding talent young and motivating them is one way to build your talent pipeline for the future. Our own research reveals that these factors tend to matter to people of any age, and appealing to these sensibilities may help employers discover hidden pockets of talent from multiple generations.