Today’s job market can be brutal. Following The Great Resignation, many employees are demanding more from their employers. And businesses have been feeling the strain of operating while short staffed. On top of that, the current economic instability means many employees are rethinking switching jobs in order to maintain a sense of security. What does all this mean to you as you’re hiring?
There’s an unpredictable job market with people scouring for the ideal job to match their professional and personal goals. A lengthy wish list isn’t the only thing potential candidates are coming into a job interview with. They are also looking to be won over by your company.
This is particularly the case for in-demand jobs, such as those in the tech field. These candidates are being pursued and recruited constantly by top-tier companies. It can be challenging to match these bigger companies, particularly if you are just starting out.
All that said, there are candidates out there searching for positions that you need to fill. Finding said candidates will take a bit of work, but the outcome will be worth it. If you’re in the midst of hiring, keep reading. Below are four places to find top talent in today’s highly competitive world.
1. Partner with an Agency and Strategic Partner
As a recruiter or company leader, you likely are always looking to hire. Depending on your team’s size, however, it can be difficult to constantly be on the hunt for top talent. This is why working with a strategic recruiting partner, or multiple staffing agencies, can be productive. Not only will these agencies save you time, but they can also save you money. This is because you won’t be wasting energy and resources looking for candidates.
When working with an agency, make sure it’s the best fit for your specific needs. If you are a startup, you may only need a few key roles immediately. For instance, if you’re looking for a frontend engineer to develop your site, it can be beneficial to contact an engineering staffing agency. These agencies fully understand the role you’re hiring for and have a pool of talented professionals seeking employment.
2. Network, Network, Network
Alright, so networking may not be the most glamorous activity. You may even see it more as a chore. Yet, it can be vital to the growth and longevity of your company. Networking is how you can meet potential candidates in real time. It’s also how you can market your company, promoting it amongst industry leaders.
Don’t fall into the trap that networking can only happen at dictated, fancy conferences or conventions. Networking can happen anywhere, at any time. You may be chatting casually with a friend, for instance, when they mention someone that was recently laid off. This could lead to a connection and a potential interview. Putting yourself in situations where you are meeting new people can lead to profitable networking.
3. Create Social Media Campaigns
You may be wary of looking for your next best hire on Facebook or Instagram. Yet, with more than 4.7 billion people on social platforms, this avenue can give you the biggest bang for your buck. Tapping into social media can look differently for every company. You may start by creating a brand presence, if you haven’t already done so. From there, you can simply encourage current employees to repost job listings to their personal social handles.
Alternatively, you can create a social media campaign specifically for a particular role. With this, you will need to narrow down the criteria to ensure you are reaching your ideal candidate. If you’re hiring an entry level employee for a job in Denver, you can target the campaign toward a younger demographic within that region. Social campaigns get the word out about your company, engaging an audience that could eventually lead to a hire.
4. Remember Past Candidates
As a growing company, chances are you have a proverbial stack of resumes from previous applicants. For one reason or another, these individuals were right for the job they applied for. Perhaps the timing wasn’t right or you promoted an internal candidate instead. Whatever the reason, just because they weren’t the right fit then doesn’t mean they aren’t the right fit now.
Due to federal law, if your company has more than 15 employees, keeping prior applications on file is required. Why not put these applications to good use! For anyone that wasn’t a definite “no,” reach out and ask if they are still in the job market. Someone that applied to your company before already had an interest in working there. It never hurts to reach out, especially if you have a similar job open again.
Finding the right person for the right job at the right time can be tough! You may feel like you’re using all your time scouring the Internet with no avail. If that’s the case, keep these pointers in mind. You never know where or how you’ll find the ideal candidate. With persistence and new methods you’ll find the top talent you need. Soon your fully-staffed team will be meeting and exceeding company goals.
