Have you been updating your recruitment process during the coronavirus pandemic? If not, you need to start now. Because candidates have more job opportunities than ever before, they can be much more selective about which companies they want to work for. Offering what job seekers are looking for increases the quality of your candidate pools and the new hires you bring aboard.
Follow these guidelines to update your St. Paul company’s hiring process to attract top talent.
Offer Remote or Hybrid Work
Because a significant number of companies transitioned to a remote workforce when the pandemic began, most employees found they liked working from home. This is why you should be offering remote or hybrid work options. Job seekers want the ability to set their own hours and work where they choose. This supports stronger work-life integration and increases your employees’ quality of life. Companies that provide this option are seeing increased numbers of qualified applicants for job openings.
Speed Up Your Hiring Process
Since the best talent tends to be off the market within ten days, you need to act quickly when hiring. This includes contacting qualified candidates within days of their application, shortening your interview process, and extending a job offer soon after the final round of interviews. You also need to communicate with applicants throughout the entire process to keep them engaged. They need to know where they are, when they should hear from you, and what the next steps are. Plus, include technology in your hiring process to increase efficiency.
Show How Your Company Stands Out
Demonstrate what makes your organization different from your competition. This may include the fact that since your workforce is remote, the money you save on real estate and related expenses is put back into the business and your employees. You could be offering increased benefits, more time off, or quarterly bonuses.
Use Performance Analytics
Performance analytics show you what is and is not working in your recruitment process. This may include evaluating each candidate’s skills and how they may grow within your company, the risk of turnover that affects hiring costs, or determining which candidate sourcing yields the most significant results. Or, the analytics may involve updating your job postings and selection criteria to better suit your roles, analyzing the job market trends to stay ahead of your competition, or monitoring turnover rates. Understanding this information lets, you make better hiring decisions.
Work with a Staffing Leader for Hiring Help!
Partner with The Right Staff to find the qualified candidates you need to reach your business goals. Reach out to us today.