Paige Buchanan, recruiter
Recruiting today looks different than it did a year ago and radically different than it did a decade ago. Whatever your opinion may be on the ever-evolving recruiting trends, it is important for hiring managers to be aware of the latest ones because they will shape what your candidate pool looks like. In fact, they already have.
The Labor Force
According to Monster, 87 percent of employers state they are struggling to fill positions. Whether you are scrolling through LinkedIn or driving around the metro, you’ve probably seen the numerous job openings and advertisements from businesses who are struggling to hire. An article in The New York Times recently stated, “The relationship between American businesses and their employees is undergoing a profound shift: for the first time in a generation, workers are gaining the upper hand… March had a record number of open positions and workers were voluntarily leaving their jobs at a rate that matches a historical high.” It’s also important to note that the labor force is not growing. The article also says, “Population growth for people between the ages of 20 and 64 turned negative in 2020 for the first time in the nation’s history.” You may have heard people across campus discuss this phenomenon as the “birth dearth” as it is also impacting the number of degree-seeking individuals.
Internal Mobility & Training
Since it’s getting harder to find and hire talent with the exact set of skills that are needed, it’s more important than ever that companies are focused on developing and promoting their current employees. This LinkedIn article says, “Internal mobility within companies has increased by nearly 20 percent year over year.” Intentional and continuous development from both the employee and their leader is key when it comes to internal promotions. Reach out to our phenomenal talent development team for any training and development needs at email@example.com. It’s also important, whenever possible, you “prioritize the applicants’ potential and transferable skills like adaptability and problem-solving,” over certain skills that you feel your future rock star can be taught. Whether you’re promoting from within or hiring outside, situations such as these are great opportunities for development plans.
Employer Brand & The Candidate Experience
Employer brand is the reputation as an employer as well as the candidate experience. Although you’ll talk to numerous candidates who won’t get an offer, it’s important to treat everyone well every step of the process because this will improve the quality of hires. In fact, “78 percent of job candidates believe that the way they are treated in the hiring process is a clear indicator of how a company will treat their employees” states a HireHive article. Here are some easy steps to improve your candidate pool’s experience:
- Monitor your job posting by reviewing applications several times a week and contact candidates you’re interested in to express interest.
- Communicate in a timely manner and provide candidates an overview of the recruiting process, your decision timeframe/when they should expect to hear from you and the anticipated start date.
Diversity, Equity and Inclusion
The LinkedIn article previously mentioned also says “77 percent of talent professionals say diversity will be very important to the future of recruiting.” Numerous companies have touted their support for greater diversity and the candidates, employees and customers are looking to see how these words of support translate into action. According to Monster, 86 percent of candidates state that development, equity and inclusion (DEI) in the workplace is important to them. 62 percent of candidates would turn down a job offer if it appears the company doesn’t support DEI initiatives.
Mental Health, Flexibility and Work-life Balance
Throughout the past year, mental health awareness among workers became another big talking point and it will remain a major topic moving forward. Up to 33 percent of American workers reported feelings of depression during the early months of the pandemic (HireHive.com). Along with mental health awareness, work-life balance and flexibility are gaining momentum. Throughout the pandemic, employers provided employees the flexibility needed to juggle their work and personal life. This meant flexible working hours around child care or personal appointments and a greater work location flexibility. While employed individuals across America are transitioning back to the office, long term hybrid schedules (part-time remote/mostly in office) are gaining momentum. UCO has many options such as telework, flex time, our physical activity policy and community service leave. It can benefit you to consider the ways in which you can engage in flexible and/or supportive practices that honor the whole-person that you get to lead.
If this feels like a lot, don’t worry because Talent Acquisition is here to help. You can reach us at firstname.lastname@example.org or call (405) 974-2571.