My top 10 tips to win the race for talent

Struggling to find that perfect new team member is ongoing for employers in a tight labor market, even within exciting industries like the travel sector. That being said, it doesn’t have to be this way. Applying just a few simple tips can help you change your game when looking to recruit top talent.

1.  Simplify your interview and hiring process

The perfect candidate is not lingering on the market. Those special people with the specific skills you need are most likely contemplating more than one job offer as they search. Distinguishing yourself to the candidates with simple hiring can help you snap the best talent.

Heavy and complex hiring processes will discouraged most candidates, not to mention that rare gem. Simple adjustments to your processes can help you get more candidates applying to your job, making it more likely to find the right people for you.

Start by making your job descriptions simple and clear. This will help candidates imagine themselves in the role and encouraging more to apply. Throughout the process, ensure clear communication about the steps and expectations on follow-ups. Candidates need to know where things are at, especially when offers are following for them in a tight labor market. Taking months to book interviews or neglecting to follow-up after an interviews can incite top candidates to move on. Top performers will accept an offer from an organization that made their hiring easy.

2.  Flexibility, flexibility, flexibility

In a tight labor market, candidate will be seeking flexibility during the hiring processes and in the job they seek. When reviewing hiring processes, consider offering flexibility to applicants for the start. For example, conducting Skype interviews is a great way to be flexible with candidates in all locations. This also opens the door to talent across the globe.

More and more candidates are also seeking flexibility in all aspects of their work. In job postings, be sure to mention if you are open to teleworking or flexible work hours. Mentioning these perks will encourage more people to respond to your job offers.

3.  Understand WHO you need

Most employers don’t know who they are seeking, let alone how to connect with them. The best way to start is to assess what strengths and skills your team needs. This means honing in on your company’s vision and the path forward to making it happen. This will help you have a clear idea on critical skills you need to achieve your organizational goals and enable you to outline the type of people needed to move the needle.

Take time to understand your current workforce and where the gaps may lie. This will help you map your short and long term hiring needs.  

4.  Find qualifications you can compromise on

Finding the right candidate is not simply listing qualifications and finding people matching them. In a tight labor market, you also must develop that capacity to identify talent differently.  

Sometimes, the candidate you need has different experiences or qualifications than you’d imagine. Try to spot the experiences that show other softer skills that may be valuable, like leadership, business development or initiative.

Don’t forget that hiring for personality and potential can be a winning formula. So many skills can be taught, it’s more about identifying what qualifications you can go without. For example, does a candidate require a specific degree if they have experience that demonstrate the skills you are seeking?  Hiring successfully in a tight labor market requires thinking outside the box and aiming to find people who can help you achieve your organizational goals.

5.  Cast a very wide net

A tight labor market requires ensuring you are connecting with the most candidates as possible to increase your chances in finding the perfect fit. Take assessment on where you are posting your job offers and assess how you can attract more applicants.

The best way to get the most relevant candidates in a tight labor market is to post job offers where the right people you are seeking congregate.  For example, posting your job with SkyHighCV is a great way to connect with top talent with a passion in the travel industry.

Do not forget to aim your recruiting at top talent in other locations. You can also multiply your chances of top applicants by engaging in online communities where your ideal candidate could be found, and engaging on the right social media outlets to connecting with global talent.

6.  Hire…even if you don’t need to right now.

Finding candidate with the right skills, personality and who match your organizational culture can take time. In a tight labor market, a good strategy is to snag the top talent, even if you not need to. So if you have the opportunity to hire that person, go for it!

Top performers can help you push your organizational goals forward. Hiring before your ready allows you to be freed of tasks that are taking you away from high-value activities. For example, having administrative support can free open your calendar for more time invested in securing new business opportunities.

7.  Don’t be afraid to pay well above market average

In a tight labor market, candidates are most likely considering multiple job offers, perhaps even actively negotiating salary with different firms. Offering candidates’ salary above the market average helps you multiply your chances in securing top talent.

High performers have the luxury of choosing their environment and conditions with their new employer. Offering competitive salaries and perks ensures you get nothing but the best talent.

8.  Move or establish a new office in a higher unemployment rate area

You might be lucky and have the right candidate with the specific skills you are seeking in your own backyard… or they might be in another city. Some firms will consider relocating or opening another office in an area with more available candidates.

Areas that produce the skills you need would be a great option. For example, having offices located in a town with a known hospitality program could help you secure the top talent in your industry.

9.  Tell the story of your journey in a genuine and authentic way.

With little choice of available candidate, employer must distinguish themselves to potential applicants. One way is to learn to articulate your story. More and more, people want to work for a cause they believe in and contribute towards a greater vision.

By sharing with candidates your journey, they will feel invested to your firm’s vision. Being genuine and authentic will help develop a connection. This will help attract more applicants and help you rate higher when candidates are consider multiple job offers.

10.NEVER stop recruiting

Recruiting is an on-going activity, not a one-time deal. This means to find the right people, you should always be on the lookout, which includes keeping in touch with past applicants who demonstrated top skills. Sometimes, a candidate will refuse your job offer for timing reasons. By continuously keeping in touch with the right candidates, you will be ready to hire them when it’s the best timing for both of you.

Many top candidates are employed, but are not happy in their current job. By continuously recruiting, you will be able to take advantage of being there when those folks are ready to make the move.

A tight labor market doesn’t mean you have to settle. In addition to incorporating these tips in your recruiting strategy, SkyHighCV can help support your efforts.