It’s no secret that the market is candidate-short right now. It’s a candidate-driven world, and businesses are finding it harder and harder to compete and appeal.
https://sugandhmalhotra.com/2024/08/07/86i861oIs there still plenty of fish in the sea?
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How to overcome the candidate-short market
1. Review your selection processes
It’s 2023! Be inclusive of candidates that are often excluded or (unwittingly) discouraged. Say goodbye to hiring practices that diminish these candidates’ ability to demonstrate their suitability to the core job requirements.
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https://oevenezolano.org/2024/08/ddvvaowxfe32. Re-evaluate the importance of a degree to succeed in a role
These days, many roles can be taught on the job, learned through an apprenticeship, or by assisting someone with deeper knowledge.
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3. Offer more (remuneration, rewards, incentives)
https://www.clawscustomboxes.com/ycfbakrpvjx Is your offer up to date? Review your offering, compare the market and amend. Ensure your offer is equal to (or above) your competitors. It’s not about throwing money to the wind but remaining current.
https://mandikaye.com/blog/4447935 Pandemics, rate rises, general inflation, cost of living… everyone has been affected over the last few years, and remuneration packages should reflect your knowledge (and understanding) of this.
https://transculturalexchange.org/gknqbgibp9https://udaan.org/kgirnfxywg.php Offering more isn’t always financially based either. Consider making your offer more appealing by understanding what’s truly important to your candidate base. Is it flexible hours? WFH opportunities? Team outings?
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4. Consider hiring remote workers
https://transculturalexchange.org/qhg9sj5ra The world has shifted and so have candidate expectations. Gone are the days when workers were unable to do their job from home (the last few years have confirmed that they can). So, if the role can operate remotely – use it to your advantage!
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https://inteligencialimite.org/2024/08/07/n7mh0swb Expand your talent pool by opening the opportunity to remote workers, or consider creating a hybrid model.
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5. Invest in upskilling your workforce
It’s more affordable to upskill and retain existing employees than it is to hire skills (for which employers will always have to pay a premium). It also demonstrates a commitment on your end, which helps to build loyalty and camaraderie with your employees.
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6. Invest in a graduate/entry-level candidate
Alprazolam Online Australia Recruiting smarter, not harder, is about looking and thinking outside the box. Have you considered bringing on a graduate or entry-level candidate?
https://www.clawscustomboxes.com/9dghvdfay After introducing a graduate/entry-level candidate offering to our services in early 2022, we can attest to the success this approach has had and the opportunities it has opened up for businesses.
https://aiohealthpro.com/kgct8my0x5 So much so, that we’ve got some prepared documentation on it! The benefits of hiring a graduate/entry-level candidate
https://eloquentgushing.com/fthf0d8 If you’re still looking for more ways to attract and retain quality talent – contact us to book a free, 15-minute recruitment strategy session or benchmark review. Understand your value as a business and learn to market to your dream candidates through an authentic approach.
We take the time to understand your business and will work collaboratively with you to help you reach your hiring goals!
https://transculturalexchange.org/nfmp0y76q Want even more insight into the latest twist and turns, tips and tricks, and industry know-how? Sign up to our monthly newsletter!
