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It might be very tempting right now to look at news headlines talking about hiring freezes and layoffs and say, “Oh, recruiting is going to slow down.” And I’m not sure that’s true for several reasons. First, hiring and retaining the best talent is always a priority for companies. Regardless of what the labor market looks like, companies want to hire qualified employees who will do a good job.
Then – and this one is directly related to the job market – there are still a lot of job openings. True, there might not be a lot of openings at some places right now. But at some point, organizations will have their financial forecasts in order and be looking to grow. That’s not the time to start thinking about hiring strategies. The time to think about hiring strategies is now.
Here are a few resources to help organizations assess and update their recruiting strategy.
Finding and hiring the best talent has always been a business priority. Now, there’s increased competition and that can change things for recruiting. Even companies that have enjoyed a steady stream of applicant flow might find themselves working harder to attract talent. That’s why it’s important to get the basics right and look for ways to stand out in this very crowded market.
If organizations want to be fully staffed, they must think about everything when recruiting, not simply the requisition. We should be preparing employees for future opportunities from an organizational standpoint and think about it even before the employee gets hired. Because if we don’t, there’s a chance that the employee won’t view promotional opportunities in our organization as being worthwhile.
When we hire someone and they leave shortly after starting, that puts a strain on the recruiting function. It’s one of the reasons we need to regularly assess the efficiency of our processes. Because if we have a good process, then hopefully candidates see that and want to be a part of an efficient and successful organization.
Organizations with sound processes will get more applicants. Companies that focus on knowledge, skills, abilities, and competencies will hire great employees. And recruiting departments that use data to partner with the rest of the organization will get the resources they need to do more.
While organizations are working hard to hire, engage, and retain the best talent, it would be naïve to think employees never leave. Replacement plans provide the organization with the comfort that a last-minute resignation, retirement, or employee illness will not leave the company at a talent disadvantage.
Title inflation doesn’t mean that you can’t negotiate a job title. It’s a normal part of the process. But both employees and organizations must be realistic about what the title represents. What might benefit you in the short-term, could hurt you in the long-term.
Organizations do not want to get caught off guard when it comes to their recruiting efforts. This is a highly competitive business environment, which means it’s a highly competitive job market. We all know there are places in the budget that we can trim and, if necessary, we can do that. But recruiting isn’t one of them. Because finding the best employees is what will help the organization grow and be profitable.
Image captured by Sharlyn Lauby while exploring the streets of Fort Lauderdale, FL
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