HR ADVICE: Severe labour shortages across almost all markets are one of the biggest challenges being faced by HR professionals in the post-Covid reality.
This means more sourcing, interviewing, and scheduling, and fewer successful recruitment results. To help HR professionals attract talent during such a severe labour shortage and skills crisis, here are five top tips from Chief of Staff Asia:
1. Sell the job
Often times, recruitment processes focus more on the type of candidate that talent acquisition specialists are seeking, and selling the actual job is left by the wayside. The best way firms can effectively market the role (and not just themselves) is to be realistic and enthusiastic. Video previews and even animation provide an excellent platform for this, and will go a long way to attracting the right candidates.
Another way to sell the job in this modern era is to share and highlight your firm's culture . Showing candidates the reality of the day-to-day will help candidates themselves to identify whether or not they match with the requirements.
2. Offer growth and opportunities
Employees today aren't just looking for a regular pay-check; they want more from investing their time and energy into their eight hours a day. Showing that you can help your staff make further significant steps in their career can help a greater share of that high-quality talent. Candidates need the possibilities for growth clearly laid out, so don't hide these key drivers of attraction deep within a job description — talk about them early and often!
3. Promote job openings across a range of platforms
Finding the right place to look for talent is half the battle, but the modern-day truth is that there is rarely just one answer. While formal job sites can help get the regular candidates, chances are your desired talent is not necessarily actively seeking work, so they may miss it.
Recruiters need to also be creative when advertising job listings, and consider platforms that inactive job seekers are likely using. Then, it's also a matter of making that job marketing material stand out among a sea of diverse content.
4. Provide remote and hybrid work options
The past two years has showed that working remotely can be just as productive as working from the office. This has also made employees realise that work-place flexibility can be a vehicle for improved work-life balance for them.
Flexible work options are now a sought-after perk by employees everywhere, and often make the list as the most desired benefit that organisations can offer.
Promoting remote work options can increase your talent pool. You are no longer limited to searching for candidates just in the city or area of your headquarters, but across the country and globe. It would also lower costs of office rent and overhead expenses.
5. Keep the hiring process organised and speedy
In a labour shortage, firms should act promptly. Try to avoid spending weeks on scheduling interviews by developing an organised system of recruiting, without missing important steps that are necessary to identify the right candidates.
One way to help the process is through the information or posting that you put out. Make the job posting a clean and easy-to-read as well as easy to apply. Employers can also leverage on applicant tracking software and other technology to screen candidates faster and more efficiently.