It’s reported by sources including Korn Ferry and NFIB that the U.S. is facing one of its most alarming labor crunches, including 10,000 baby boomers hitting retirement every day for the next 19 years. This highly skilled worker deficit is also estimated to go over 6.5 million by 2030, translating to around $435 billion in total unrealized output. Now let’s drill this down to a more granular level.
There is no cookie-cutter solution to weathering the talent crisis but being aware of the recruitment challenges that HR professionals, recruiters and business owners face is a huge step toward increasing your chances of landing great hires.
Attracting the best talent also requires prioritizing the candidate experience. This means having a recruitment process that is as painless and straightforward as possible. Otherwise, you can end up alienating great applicants and losing out on recruitment opportunities.
And please stop ghosting qualified candidates who apply. Puts a subroutine into your ATS software that tells her or him yes or no. Improve your system by streamlining tasks such as candidate engagement and contact, recruitment process management, recruitment marketing, and more.
In addition to recruitment strategies that zero in on the right person for a job, recruitment marketers should also create a pool of qualified individuals who can be tapped in the future in the event of a vacancy. These are individuals who may not be looking to switch jobs at this time — but could be in the future — and those who are seeking work but cannot be accommodated for now.
Use a foundational planning tool that gives you a unique edge in mapping your “new” recruitment strategy . . . and tactics. This Gap Analysis Tool is one.