3 Ways to Hire the Right People Whilst Navigating the Impact of a Recession
In today’s job market, recruiting the right talent has become increasingly challenging. Despite the tech layoffs and global recession predictions, job seekers hold almost all the power in the hiring process, leaving recruiters scrambling to make successful hires. However, hiring a candidate with the right skills or experience is not enough. The candidate must also fit in with the company culture, beliefs, mission, vision, and values to be a successful hire.
Culture-fit candidates are more likely to stay longer in the company, boosting retention levels even when turnover rates are higher than before the pandemic. Moreover, culture-fit candidates perform better than other hires, increasing workplace happiness, job satisfaction, and productivity, and ultimately helping the organisation achieve its vision.
Attracting culture-fit candidates is not an easy feat, especially in today’s job market. However, it is essential to hire the right people even when navigating the impact of a recession. Failing to do so may lead to a lack of talent, hindering the company's ability to overcome the competition. This article outlines some ideas that recruiters can implement to attract the right candidates and sell their company.
1) Strengthen Your Company's Online Reputation
In today's digital age, online reputation is everything. A few negative comments on a job review site can deter potential candidates from applying. Research by Glassdoor shows that 86% of people weigh company reviews in their employment decisions. Although recruiters cannot control what people say about their company, they can improve their online standing. Recruiters should start by soliciting employee feedback and addressing any issues head-on. Responding to reviews, as long as they are fair critiques of the organisation, shows candidates that the company is actively working to improve. Additionally, recruiters should encourage satisfied employees to submit their reviews to counter negative feedback.
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2) Rework Your Job Postings
Job postings that are just a list of required skills do not effectively communicate what working for the organisation is like. Instead, recruiters should detail the responsibilities and requirements of the position and paint a realistic picture of the work environment, role, company values, and more. They should incorporate the qualities job seekers look for in an employer, such as flexibility, work-life balance, and stability. Posting a salary range can also improve the chances of hiring during a recession. Recruiters should give candidates the information they need to make informed decisions, or they will keep hiring the wrong candidates.
3) Personalise Recruitment Packages
Recruitment packages should contain more than just compensation and benefits. During a recession, recruiters should pay close attention to potential hires' expectations, passions, and values and create personalised packages accordingly. Offering flexibility, a sense of purpose, and growth opportunities can be more valuable than traditional benefits.
Despite today's hiring challenges, recruiters must remember that the ideal culture-fit candidate is out there. To stand out from the competition, recruiters must consider what makes their organisation unique and start selling their company. This article's ideas can help recruiters attract the right candidates and sell their organisation during these challenging times.