Talent acquisition and hiring in the 21st century can be a complex process. Building your workforce for the present and the future requires a comprehensive strategy centered on the best ways to recruit employees. Unfortunately, many companies are struggling to fill jobs in a highly competitive environment. Candidates also have new expectations and demands about what a job should involve.
How will you make your organization attractive to job seekers? And is it time for a new approach?
Before you can define and implement a recruitment strategy, there are a few things you should know.
Your cost per hire is all the external and internal costs of new hires for a specific period divided by the total number of hires for the same period. According to the Society for Human Resource Management, the average is $4,700. This number could be much higher depending on the seniority of the job and how competitive the field is.
You have the numbers. Now it’s time to dig deeper to see where the money is going and in what areas you can reduce expenses. You could find money wasted on technology, advertising or other outlets that aren't efficient or effective.
With these insights, you can then begin recruiting employees in the best way.
There are many approaches for you to consider recruiting effectively and build a qualified, motivated workforce. These can all become part of your recruitment strategy.
Your careers page is often the first stop for prospective employees. It’s a place to highlight open roles and showcase your company as a good place to work. It should be a great resource for job seekers to learn about the organization’s history, culture, benefits and core values. These are important to candidates and will influence if they believe your business is attractive. Including answers to FAQ can be helpful so interested parties can have facts rather than assumptions.
Often job boards only include links to the role on a third-party platform or your applicant tracking systems (ATS). If this is how your page is currently running, it could be contributing to fake applications and recruiting fraud, costing you time and money.
For a careers page to deliver value, make sure it’s dynamic with buttons for a candidate to see how they match your job profiles. You can provide this type of experience with career-matching software such as pepelwerk.
Standard job listings offer few insights into the role and the company. Most are just a “wish list” of requirements with some details about responsibilities. While they are usually straightforward, it doesn’t mean today’s workforce will respond to these. Candidates want more context around the actual job, compensation, culture and opportunity. Keeping with the status quo in your job postings won’t help you stand out to the next generation of workers.
The alternative to a job description is a job profile. A description is “what and how,” while a profile is “who, where and when.”
Candidates care about your culture, and it contributes to the likelihood of them accepting a position at your company.
Culture was a primary motivator of the Great Resignation. The U.S. Bureau of Labor Statistics found that more than 47 million Americans voluntarily quit their jobs in 2021. A survey of the Great Resignation found that a key reason respondents gave for leaving their job was a toxic company culture. Another survey revealed that 77% of people consider culture before applying for a job.
These points make a compelling argument for making culture a part of your recruitment strategy. It needs to be positive and stay far away from toxicity or stereotypes such as “we’re a family,” “a fast-paced environment,” or “work hard; play hard.” Those are actually red flags! Work with others in the organization who are culture champions to define how you’ll shape messaging about your culture to share with candidates.
Another important consideration around culture is that you can’t build it or communicate it by showing some shots of groups at team-building events or adding a vision statement. Those things don’t really define your culture in any tangible way. Developing a true team dynamic and culture comes from leveraging attribute matching via pepelwerk.
You can find a strong ally in schools and career services for keeping your talent pipeline flush. These organizations want to support students in finding the right career. By creating a partnership, you can connect with people with the skills and qualities your roles need. You can also impact the programs schools and career services develop by sharing with them the in-demand skills that correlate to the jobs you need to fill.
With so many types of schools now available, you may find it overwhelming to make connections since there’s only one of you. The pepelwerk platform can be a tool to help with this because you can centralize all your sourcing in one place. You’ll get better results from this approach — and so will students.
Job fairs have been the standard way for employers to meet candidates. However, they aren’t typically very successful for companies or job seekers. They are outdated, obsolete, and a considerable expense. They also don’t allow you or job seekers to get to know each other and find a fit.
People have no interest in resume gaming and table touring. What they do care about is having experiences with meaningful conversations.
In-person events can be valuable if they have the right format and framework. The key is to make it less of a resume mill. Rather, you should participate in career events that allow you to inform incoming workers about the field and provide skills-based matching for entry-, intermediate- and expert-level roles.
Get more tips on hiring in the workplace by watching this video on hiring versus employing.
Leveraging technology, such as job boards and ATS, to recruit candidates has been part of talent acquisition for decades. But they’ve become more of a burden rather than offering value because they don’t account for the real world of hiring. Job boards sometimes use AI, but it’s based solely on keywords in a resume. An ATS may do the same thing, which can reject great people.
The new frontier for recruiting technology is people-centered. A job-matching platform embraces this position and has much more advanced AI results. It can evolve how you hire based on a candidate’s attributes, abilities and attitudes.
A job-matching platform such as pepelwerk uses data points defined by companies to connect them with candidates with defined abilities, aptitudes and attitudes. This match considers multiple factors and modernizes the way you recruit.
The solution focuses on data-driven matching, which takes the available information and uses AI and machine learning to produce automated results. There are no resumes or applications. Instead, it’s about skills matching. You build a job profile to match a candidate profile. This technology allows you to source, develop and hire authentic and qualified people.
What do you gain with pepelwerk job matching? It’s the best way to recruit employees because it:
The pepelwerk hiring hub is the best way to recruit employees. It’s people-centered technology to source and develop high-quality candidates. With pepelwerk, you’ll match with screened and qualified individuals and be able to streamline the entire process to ensure the best experiences for you and your candidates.
Book a meeting today to get started.