Page 16 - CFESA Magazine November / December 2018
P. 16
BUSINESS
INTELLIGENCE
Finding the Talent Oasis in a steps early on to get them trained. Employees
Labor Market Desert recognize when they’re given new opportuni-
ties and being invested in and this can increase
Low unemployment, lack of skilled trades candi- engagement and retention. Finally, ensure you
dates, seasonal work challenges…all of these add have staff in place to manage the recruiting and
up to making recruiting and hiring a challenge. staffing process.
How does an employer find and attract good can-
didates in today’s competitive job market? Create a Pipeline of Talent
In a tight labor market with hard to fill positions,
Here are some tips: and those you fill each season, continually seek
• Strategize candidates and build a talent pipeline. Consid-
• Create a pipeline of talent er keeping certain positions always posted on
• Know and highlight your company brand your website. Networking remains a top way to
• Be competitive find candidates. Let business partners, vendors,
• Source and seek out candidates recruiting contacts, and others in your industry
• Act fast and be responsive know you are always looking for good talent.
• Harness technology
Maintain relationships by checking in with poten-
tial candidates, even when there are no current
Plan and Strategize
openings.
Take time to plan for your current and future
staffing needs to ensure time and resources are Know and Highlight your Company Brand
efficiently utilized. Recruiting and employee Do you have a brand, and is it clear? What do you
retention should be a component of your compa- say about your company on your website and
ny’s overall strategic plan. Look at the upcoming what is being said about you on social media?
year and schedule in recruiting activities to stay What do current employees say they like? Do you
on track and not miss deadlines, including when support your community? Is your scheduling or
you will start the process for seasonal hiring, shift pay attractive? Think about what makes your
and which recruiting events like job fairs you will company a great place to work and highlight that
attend or sponsor. It’s always a good idea to start in ads, your screening process and interviews.
thinking about a new hire at least 60 days before Create a concise summary to tell your story and
you need them to start to allow for the recruiting make sure everyone involved in the recruiting
cycle, as well as any notice a new hire will need to process has this information and shares it.
provide their current employer. Review recruiting
costs for past years and determine where you Be Competitive
want to spend your dollars based on avenues that
generated the best talent. Consider succession In a tight labor market, candidates may have the
planning and where you will have future needs. choice between several jobs and companies, so
Identify internal talent that can move up, and take pay and benefits must be competitive. Highlight
16 CFESA Magazine | SEPTEMBER / OCTOBER 2018 | www.cfesa.com
