Change is hard. Changing habits is harder today because we humans are creatures of habit. Like looking at our smart devices every 15 seconds. Oh, that habit.
So, what drives the motivation to change. What drives you to change? Circumstances? Competition? Or recognition that scarcity and churn are big roadblocks? How about purpose?
Corporate and virtually all organization team leaders are learning that measurably better and more profitable outcomes are the result of changing both the path and process. What? The old, habituated ways for searching for, hiring and onboarding talent that matches your corporate culture need to go away. They are a burden you do not need.
How are you making the new reality and success path for today’s molten market work?
Hire for the best results – now and on the horizon.
Inclusive hiring practices acknowledge that diverse backgrounds, experiences and opinions can add value to an organization. Hiring diverse talent needs to be supported by an inclusive and equitable work environment that considers employees’ well-being in the total employee experience—from recruitment and onboarding to training and development.
Understanding business value can help individuals and organizations shift from simply operating to embracing inclusion and diversity– from getting buy-in from leadership to adoption and implementation. Robust DE&I processes and strategies can positively impact the bottom line.
“Things have been changing so quickly, and we’re finding that recruiters are becoming more adaptable to labor market trends,” said Kerry Gilliam, vice president of marketing at Jobvite.
“Recruiters are short-staffed themselves, and yet they are having to hire more than before amid a shortage of talent.”
But where there’s great challenge, she said, there’s also great opportunity: “Hiring teams are using more external workers, looking at different sourcing channels and rethinking requirements for roles. If companies can invest in their hiring teams and rethink their employee value proposition, it is a great opportunity.”
Take it up one positive step at a time. Mark your progress.
Improving quality-of-hire over the next 12 months is the top priority of surveyed recruiters, according to Jobvite. That aspirational forecast may be a result of the crisis-hiring taking place in many sectors, experts say. Employers desperate to fill roles may be thinking that the effectiveness of those hires will have to be evaluated and addressed once the labor market settles down.
The survey revealed interesting shifts in recruitment priorities over the last five years. The biggest downward shifts in importance include areas like talent pipelining and crafting employer brand. The biggest upward shifts include investing in recruiting technology, automating processes and improving diversity.
Roadblocks present the opportunities for new ways of hiring better.
“Companies are still putting an emphasis on diversity, but recruiters’ commitment has dropped since last year,” said Amber Ferrari, marketing manager at Jobvite. “Recruiters are so bogged down right now, that while it is still important to them, it’s more of a luxury to think about that while being overwhelmed with open requisitions.”
With automated technology, companies can more efficiently and more quickly qualify the best candidates for the open positions. Anything a recruiter is doing more than five times a day can and needs to be automated.”
Chatbots are one of the most popular tools being used, Jobvite found. Just over half (51 percent) of surveyed recruiters said their organization uses chatbots in the recruiting process.
“With chatbots, recruiters can better qualify candidates prior to any human interaction,” Anil Dharni (CEO of Sense) said. “This is the wave of the future and speaks to the consumerization of how people seek jobs.
Align your work with corporate culture standards. Evaluate. Measure.
Candidates want an Amazon-type experience from companies when seeking employment. They want their information to be current and accurate, they want their preferences remembered and to be connected to positions they see as a good fit.”
Change is hard. Harder for some recruiters working to hire talent. It can be done. Even as a few tech companies binged during the pandemic and then downsized, there is still motivation to be great. Put on your cape and go to work.
Use a Gap Analysis Tool to picture where you are and to map your next actions.
Learn at your pace. Take an online short course that maps out what works.
Take time to get your face out of your smart device and into a book about winners. You’ll see what you have missed and what new and greater value you can deliver.
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