A lot has certainly changed in the workforce over the last two years. Covid-19 not only transformed our personal lives but started what is known as the Great Resignation. With record numbers of the population quitting their jobs and the demand for hiring on the rise—many wonder if the labor market will ever reach an equilibrium.
Both workers and employers can agree that the U.S. labor market has made a drastic change over the course of two years. Workers are demanding higher compensation, better benefits, and increased flexibility while organizations are struggling to fill positions and meet the demands of qualified candidates. In 2022 we have seen companies shift their marketing goals from increasing brand awareness and customer conversion rates to lead generation recruitment campaigns.
Here are some of the key recruitment obstacles we see organizations facing and the marketing solutions and strategies we’ve used to successfully combat these challenges.
It’s All About The Experience
So maybe you know what your ideal candidate looks like, but you’re having trouble grabbing their attention. Let’s face it—the competition is fierce. Quality candidates are more than likely getting multiple offers simultaneously in this market. If your recruitment campaigns are getting clicks, but not any leads, you might need to revisit from the candidate’s perspective. Are they encouraged to apply through your website? If so, does your website list your company’s values, is your branding and tone an accurate reflection of your organization, and is your careers page easy to use? If any of these questions leave you thinking “uhhh…” you may need to optimize your website.
As the pandemic continued to shift how we operate in our personal lives, it also transformed the way many viewed their preferred work schedule, as organizations adopted a more hybrid or remote work environment. While many businesses permanently shifted to a more flexible structure, others didn’t follow suit. Now more than ever, employees are arguing that they are more productive working from home, they can ditch time-consuming commutes and the increasing gas prices, and they can wear sweatpants to their next meeting (I mean who can argue with that).
So, how do you position the traditional in-office work model in a more appealing light? Maybe you don’t—maybe your organization has decided that remote or hybrid opportunities work just fine for your organization or certain roles. But if you’re anything like us, you might require a collaborative environment for both employees and clients to thrive. According to a survey published by The Future Forum, more than 44% of people said that would prefer to work in-office every day. So, how do you find candidates who prefer this model? Ask your employees! Referral programs are a great way to get your employees excited about sharing candidate leads—as they have the chance to collaborate with someone who they feel not only is great for the role but whom they get along with on a personal level. Internal communication strategies not only increase your chances of finding qualified leads but also help build strong internal relationships.
If you’ve had success getting applicants to apply for a position, but you have yet to find a good fit—you might be dealing with passive recruitment challenges. This means your ideal candidate might not be actively seeking a job. So—what’s the best way to reach this audience and leave them with a lasting impression? Highlight your current employees! Employee advocacy is one of the best ways to show potential candidates how great your organization is. Video testimonials let your employees share their positive work experiences and provide candidates with an “inside look” into your organization. Not to mention, adding video to your recruitment campaign efforts increases your engagement and retention rates while decreasing your bounce rates.
Looking to resolve your recruitment challenges? We understand staffing solutions are a customized approach—and we’d be happy to discuss your specific needs.