How To Survive A Talent Drought

According to the most current information provided by the Bureau of Labor Statistics, there were 10.4 million job openings by the close of the month, but just 7.7 million people without work to take them on. In the same period, it was reported that 4.4 million people (3 percent of the workforce) had left their jobs which is the highest figure in the history of records. So it’s not surprising that employers are struggling to find personnel they need so desperately. Which is the best solution?

There’s no magic bullet, but the first step in increasing your chances of success to attract talent in a shortage is to provide the compensation, benefits, and experience employees are seeking. In a world where job seekers have an edge, employers must meet and perhaps even surpass their expectations. Making changes to the way you recruit employees can yield benefits. In times of crisis, you need to take drastic actions, including searching beyond traditional talent pools and looking for new ways to recruit.

“Close To Home”

Sometimes, the most qualified candidates may be closer than you think. Before you start looking on for a job, think about if there are employees in your company that are in the correct position to advance and who could be in the role of filling sure of your advanced, difficult-to-fill posts. The advantage is that they know your business and style of work and can adapt faster than new hires. Furthermore, the development of their careers with your current employees improves retention. This is confirmed by the Tiger Recruitment research that found that the absence of progression in their careers is the primary reason employees leave their previous job.

Utilizing employees’ networks will assist you in identifying suitable potential candidates. If you do not have a referral program for employees, this is the perfect time to establish one.

Boomerang Employees

Former employees can be a good source of referrals and talent through Enterprise Alumni and Enterprise Alumni platforms. Creating a network of alumni and engagingly interacting with their alumni is much easier than ever.

Boomerang workers are on the rise, and experts have predicted”the “Great Return” when those who have quit their jobs amid the epidemic seeking new experiences decide to return.

Hiring people who have been with you previously could be beneficial for the short term, at the very least. What’s better than having an old friend who is familiar with the company and how it works?

But, a word of caution: hiring people who have decided to quit your company isn’t always smooth sailing. Some people quit their jobs for good reasons, and they aren’t going out of fashion. There are, however, certain exceptions. People’s priorities may have changed during the epidemic; they may be aware that the grass wasn’t as green and returned with a new perspective. Companies can vary as well, and the pandemic has meant that many people are flexible, which can provide a reason for employees who have left to come back.

Career Returners

In reality, providing truly flexible work hours indefinitely boosts the appeal of other candidates categories, including those who had to quit work or cut back on their working hours during the pandemic due to child care or other obligations.

Suppose you think about how 2.3 million females were pushed out of the workforce between February 2020 to February 2021. In that case, This is an enormous source of talent that your company might be reuniting with. To attract those who have a career break, you must be prepared to offer the support needed to return to working life and flexible work schedules that will enable workers to manage their household and work obligations. This could mean allowing them to work different shifts and hours, or compressed hours, or working asynchronously to meet their obligations.

Remote Workers

It’s also worth thinking about whether remote employees can fill any open positions. Before the pandemic, this could have been impossible, but in the past, we’ve witnessed that, with the appropriate technologies and honest communications, remote work is feasible based on the job. Consider how far you’re willing to be. For instance, is it essential to ensure that the person is located in that same zone with their colleagues, Or could have staff members from different time zones help the company provide better service to global customers? It’s about which one is best for your company; however, the more willing you are to recruit from different locations, the greater your talent pool.

More Flexible Method

Expanding your perspective and looking at diverse places can lead to new avenues of inspiration. However, your progress could be limited if you don’t manage to change your strategy. If you stick to what your routine has been, you’ll receive the exact result you’ve always received. Begin by reviewing the criteria you usually apply to evaluate potential candidates. Are they required to have the X level of education from X school and an experience of X years in the same job? If you’re too strict and limiting, you could end up cutting off vast areas of applicants. One method to tap the doors to new talents is to do the use skills-based recruitment. This involves identifying the competencies needed for the job and then writing an advertisement that appeals to those who possess those abilities.

Also, you should broaden your search, search new areas, and be more flexible with your needs. You might be pleasantly surprised. In the end, the braver you are, the better well-equipped you are to expand your horizons and be free of the typical talent categories. The better your chances of locating the individuals you’re looking for, and the better your company will be.

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Samatha Vale
Samatha a senior writer for HC's entertainment team. She is an entreprenuer, mother and an excellent writer. She's also an avid reader, music enthusiast and all around inquisitive person - which is just a nice way of saying she's nosy.

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