If you or anyone you know has recently bought a home, no doubt you know it is a sellers’ market. Many people are pulling out very different strategies to be more competitive than ever before. The job market is similar in 2022. We are in a never-before-seen employee’s market. Gone are the days of employees staying at a company throughout their entire careers. Resignation is at an all-time high, and applicant counts see record lows, but the show must go on.
Recruiting Strategies for 2022
Let’s begin to look at the offer to a potential employee and what many are seeking in a job perCareerplug.First, can you offer job flexibility? Many employees are avoiding 100% in-office employment for minimum work-from-home flexibility. Second, how flexible can you be with compensation packages for recruitment? Employees are looking to make the most money possible in this market where everything is priced higher than it was pre-pandemic, so expectations of higher wages are also increased. If budgets are tight, one could recommend increased time off or revisiting benefits packages to attempt to create a total competitive package that is appealing to new potential employees.
How to Position You and Your Company for the Best Recruitment Potential
Consider tactics like pay transparency and overall culture as a selling point. Are your applicants aware of the compensation before sitting down for an interview? We highly recommend advertising salary ranges at a minimum, so you aren’t failing to convert potential applicants through the hiring process. Are your wages competitive with the market? Run an audit periodically of other compensation packages semiannually if not quarterly. Employment is now competitive and even fast food and historically lower paying opportunities are being creative offering signing bonuses and increased paid time off.
Looking to The Future
Another key component sometimes overlooked in the recruitment process is a retention plan. Your team has done everything right and you have a complete staff now ensure people are focused on keeping morale up and employees coming back as long as possible. This task can be daunting but do not overlook the basics. Are you talking to your employees? Do you know where they want to be in two, five, or ten years? Promoting from within and aligning hires with your company's core values can significantly increase morale. Managers should sit down with direct reports frequently to understand goals, timelines, wants, and desires. If employee A is hoping to make X salary in the next few years and their performance aligns with a manager role, keep them in mind once the next manager job posting is rolled out. Go to bat for your employees and let them know how much you appreciate their dedication and what you