4 ways to fight back recruitment challenges
A recent LinkedIn research has revealed that globally, of all the respondents surveyed, only 25% were found to be seeking a job. Now this may seem surprising but the truth is the global pool of passive candidates is expanding and internet has a big role to play.
A major percentage of experienced professionals are switching to ‘work from home’ or ‘contractual’ mode generating a great vacuum.
According to the same report, 45% respondents said that they might consider a ‘good offer’.
Now we can translate this as ‘if there is a pay hike’ or a ‘big pay packet’ in offer. While the giant corporations are gainers in competitive waging, for SMEs stretching themselves too thin for the sake of talent acquisition is not a viable option.
So, how can you fight back?
Diversifying candidate sourcing
Candidate sourcing needs to be diversified so that you are never in a dearth of candidatures for your perusal. The bigger is the funnel, the better. Ad campaigns, referrals and social networking are not enough. Besides, there is no guarantee that you can track right sort of people through these sources.
Campus interviews are good for tapping fresh talents but if you are seeking ‘experienced’ candidates, recruitment outsourcing is the option.
Branding
Like consumers, candidates too feel gravitated towards ‘brands’. As a recruitment consultant, we frequently come across professionals, chiefly younger ones, ready to compromise the CTC to get a placement in a popular brand.
You don’t always have to be a ‘big’ brand but of course a socially responsible and happy brand. Consistent and strategic marketing is the key, both on and off web.
HR best practices
This is what makes you a sought-after employer. Companies of course will differ in their perspectives of best practices but there are certain basics that can make you stand apart. And be rest assured, you can earn quite a name in the job sector.
Many large corporations with their gigantic HR infrastructures fail to connect to the employees. A long list of employee benefits is not enough, reaching out and building a caring relationship is the key. This helps in retention which in turn adds to your goodwill as an employer.
Tapping freelancers
Tap the freelancers and negotiate for flexi-timing or flexi-pay which can actually slash down the costs. If they will be working from home or bringing their own devices, you can save a volume and invest on implementing good enterprise software or cloud IT solutions.
Make the most of this contemporary trend, instead of viewing it as a challenge.
We can endure the discussion. Please contact us anytime and learn how we can help you recruit the right people in your organisation.
