Is recruitment and hiring more challenging now?
According to a poll conducted during our recent webinar, “Transforming Hiring Practices,” the answer is a resounding yes.
Tight budgets, a significant talent shortage, globalization, and shifting candidate expectations are making recruitment a challenge for organizations to overcome.
In the webinar, our panelists offered some key strategies to attract top talent in today’s market. The panel featured:
- Marc Douch, Talent Acquisition Manager at HiBob
- Sam Streak, Head of People & Talent Development at Operatix
- Daniel Eisenberg, Head of Expansion at Deel
At a time when recruitment has never been more challenging, the strategies below can help your organization stand out, adapt, and thrive in attracting and hiring qualified candidates.
<< Get access to further insights by watching the full webinar now. >>
1. Candidates want flexibility first
Flexibility is no longer a perk—it’s an expectation.
“Candidate expectations have really changed. With new generations entering the workforce and post-COVID, people have a different relationship with work and they have expectations of what that looks like. And I think that’s causing much more friction in the recruitment process,” says Sam Streak.
Hybrid or remote work is now non-negotiable. Candidates are more selective because of the abundance of opportunities that are available to them thanks to globalization. This means organizations that offer flexible work options are more likely to stand out and attract the talent they need from anywhere in the world.
In addition to flexibility, people are also looking for well-rounded benefits that go beyond the basics. Offering wellness programs, mental health support, and opportunities for professional development can set your organization apart and make it more attractive to prospective employees.
It’s about meeting people where they are and offering them a workplace that supports their holistic wellbeing.
2. The power of employee referral programs
Internal referral programs are a highly effective method to recruit qualified candidates, helping you source talent that’s more likely to align with your company’s values.
After all, who knows your organization better than the people already working there?
Encouraging your team to recommend potential candidates can significantly speed up and improve the hiring process, save on recruitment costs, and bring in top talent.
Creating a culture of referrals isn’t just about asking for names. It’s about rewarding team members for helping you build a stronger team. Offering meaningful incentives, such as bonuses or additional time off, demonstrates that you value their input and are serious about finding the right hires.
This approach strengthens your organization’s culture, as new hires referred by team members tend to integrate quickly and feel a deeper connection from day one.
3. Optimizing the hiring experience
How you treat candidates throughout the hiring process is crucial.
And a key part of that is communication.
With solid communication, you’ll become aware of what candidates want so you can meet their expectations to attract more talent like them to your organization. Simply asking candidates what they want can make all the difference.
It’s also important to keep them informed throughout the hiring process. Set expectations and surpass them by under-promising and over-delivering.
For example, if a process will take around two weeks, inform candidates that it will take three weeks. Simple steps like this can go a long way in improving their experience.
People also appreciate transparency. Keeping candidates informed about where they stand in the hiring process, providing thoughtful feedback, and considering them for other roles if the current one isn’t the right fit are all ways to leave a lasting positive impression.
With a good candidate experience, people are more likely to accept offers or speak positively about your organization, even if they don’t get the job.
4. Forecasting recruitment needs
A little bit of planning can go a long way. Mapping out your workforce ahead of time can help you avoid reactive hiring, which can lead to ineffective hires that ultimately cost your organization money.
Forecasting your recruitment needs will ensure you stay proactive when it comes to talent acquisition. While it can feel overwhelming at first, Marc Douch suggests starting small:
“Try and do it in bite-sized chunks. If your end goal is a big five-year strategic forecasting plan, you’ll blow your own mind.”
Begin with a small, manageable stretch of time and go from there.
You can also be ready for future hiring needs by maintaining connections with potential candidates—even if you don’t have any current open roles that are relevant to them:
“What I do—I advise everybody to do this, even the leaders in my team—is to constantly have open dialogues with potential candidates for the future… have a coffee or a virtual coffee so that when you get to forecasting … you already have a roster of potential candidates,” says Daniel Eisenberg.
5. Making the most of HR tech
HR tech can make workforce planning and other aspects of talent acquisition much easier:
“[HR tech] allows you to … understand strategic gaps … [so you can] elevate the candidate experience for everybody,” advises Marc Douch.
HR tech can also help your recruitment team minimize time spent on administrative tasks, so they can focus on a proactive long-term strategy.
In addition, automated recruitment tools can help identify top candidates by analyzing resumes and matching them to the right roles based on skills and experience. This saves time and ensures no qualified candidates slip through the cracks.
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6. Review your hiring processes regularly
The job market is constantly evolving, which means it’s important that your talent acquisition strategies evolve with it.
Regularly reviewing and adapting your hiring processes based on feedback from candidates can ensure that you remain competitive and continue to attract top talent. Whether it’s offering more flexible work arrangements, refining your referral programs, or using technology to optimize recruitment, the key is to stay flexible and responsive to people’s needs and expectations.
By staying open to change, listening to candidates, and continuously improving your hiring practices, you’ll be better equipped to navigate the challenges of a competitive market.
Creating a winning hiring strategy
Recruitment today demands flexibility, proactive planning, and a people-first approach.
Organizations can thrive in this competitive market by meeting and exceeding candidate expectations, promoting remote and hybrid work hiring, taking advantage of internal referrals, and integrating smart HR tech.
Success comes from adapting to the times, planning ahead, and truly listening to candidates’ feedback. The strategies outlined here will help you build a hiring process that resonates with today’s talent, ensuring you attract the best and brightest.
To dive deeper into these modern recruitment strategies and more, watch our webinar on transforming hiring practices.
