Attract Talent with Unique and Executable Recruitment Strategies

In today’s tight labor market, anything that makes your workplace unique is valuable when it comes to talent attraction. What can you offer that will pique the interest of already employed, quality workers? And, just how “unique” do you want to be?

At the end of February 2019, there were 7.1 million job openings across the country, according to the Bureau of Labor Statistics Job Openings and Labor Turnover Survey. While companies continue to improve their overall compensation packages, particularly as the cost of health care continues to rise and wage increases lag, there are increasingly effective and powerful recruiting tools to consider.

“The motivation to find work and remain in an organization is a congruence of one’s purpose with a company, physical location and then compensation — in that order,” says Dr. Charlie Grantham, co-author of “Work The Future! Today.”

Grantham says research and interviews, as well as comments from clients, reveal interesting things about the emerging workplace. And these facts ring true irrespective of traditional age, gender and job title.

For example, people see themselves as talent who want to be led, not as workers who need to be managed.

Some employees are attracted to companies that offer pet insurance, as well as those that allow them to bring their pets to work on certain days of the week.

Of course, there are pitfalls with this type of recruiting process. It’s best to avoid getting caught up with trends that might seem like powerful tools on the surface but aren’t as effective in application.

Unlimited vacation days are a prime example of vapid offers. While few companies offer this, it generates a lot of press, but many employees actually end up taking fewer vacation days than they do with the standard two-or three-week allotment because they are unsure what number is appropriate.

Effective Recruiting Strategies

Listed below are some helpful and effective recruitment strategies.

• For younger talent, such as millennials, communicating your company’s strong culture of reinvestment is valuable during the hiring process. Continuing education credits, for example, are of great interest.
• Younger workers are also interested in internal mentorship programs where they are matched with a professional mentor.
• For mid-career workers, months-long sabbaticals to pursue personal interests, after a certain number of years working at the company, are increasingly popular.
• Remote work opportunities are more popular than ever. Companies continue to embrace the importance of autonomy to today’s workers. Companies based in small and medium-sized towns are able to attract talent from around the world by increasing the number of remotely-based workers.

It all comes down to focus and concentrating on traits that are common among your company’s employees, as well as the employees you want to attract. Make use of powerful, practical recruiting tools to find qualified talent in a tight labor market.