Across the country, in the last couple of years, we’ve seen many changes in the way businesses operate on a daily basis. And though the COVID-19 pandemic changed the landscape of how many businesses handle their affairs, it also changed the way people search for jobs.
Staying relevant after the walkouts of 2020 and 2021, often referred to as the “great resignation,” requires a business to really reevaluate what it offers to potential job candidates. In fact, for the first time, business-to-consumer relations took a backseat as many recruiters and hiring managers looked to cope with the loss of employees and search for new ways to attract quality job candidates.
But in order to keep bringing in qualified job candidates, you have to make sure that your business is relevant in the eyes of prospective job seekers. And thankfully, there are several strategies to consider.
If you’re looking to hire a new team for expansion purposes, the following will offer helpful advice to consider.
One of the best recruitment solutions for attracting quality candidates is to get really clear about your work culture and what you can offer a potential candidate. In fact, your company culture should be defined so specifically that it attracts the people you want, while simultaneously repelling the candidates you don’t want.
While you’ll want to focus on values, ethics, and your company vision, it’s going to be a combination of expressing those values along with current employee testimonials that can give you the real feel of your company culture.
For example, taking a company survey and essentially getting a feel for the temper of your company is going to be the key to conveying your company’s work culture to potential job candidates. And once you’ve defined what that culture is, it will be much easier to create a recruitment marketing campaign to reach the right candidates.
In today’s world amid the threat of the COVID-9 pandemic, health concerns are at an all-time high. And while many job seekers are looking for work-from-home opportunities, just as many are looking for benefits. Having a competitive benefits package is one edge that you can have over your competitors when it comes to attracting the right candidates.
A few parts of a great benefits package will include the following:
- Paid time off
- Retirement or 401K plan
- Company stock options
- Health insurance
- Life insurance
- Disability insurance
- Dental insurance
- Tuition assistance programs
You should also note that you’re likely not to be able to compete with a large corporation that can easily afford to offer all its employees a great benefits package. But as a small company, you can also offer other incentives that might prove attractive as well, such as a rotating 3-day weekend each month or supplemental insurance packages.
Your online reputation is going to be just as important as the role of your business and the solutions that you offer your community or customers. And with a great online monitoring program, you’ll be better positioned to stay relevant for job seekers.
For example, you can set up an account with Google Alerts to be notified every time your company name is mentioned online. And if this appears on a review site, you’ll be able to respond to these reviews or mentions, and correct problems when they’re brought to your attention.
At the end of the day, you want your company’s name to be mentioned in a positive dialogue. And if you’re not monitoring your reputation, you could be ruining your chances of attracting quality job applicants.
The more active you are in your local community, the better positioned you’ll be for attracting qualified local candidates. And this means that you’ll spend less money on outreach programs, relocation assistance, and other expenses for bringing in talent from other geographic locations.
For example, many restaurant owners participate in local fairs, festivals, conferences, and other events. And by putting their business face out in the public eye, they’re able to generate more interest and more business.
Besides, being active in the community is also looked upon as a good trait for any company, and it shows that you care about those who support you.
Staying relevant for job seekers in 2022 might require modifying your existing recruitment strategy. But this is something that all talent managers must do if they hope to attract the type of job candidates that will become assets to the company.