Blog Post

3 Ways to Improve Your Recruiting Strategy in 2018

Janine Milne

Guest Contributor

The "war for talent" has been grabbing headlines for over twenty years, after McKinsey's Steve Hankin coined the term in 1997 and wrote a book with the same name. Back then, the phrase referred to growing competition to attract and retain employees as Baby Boomers left the workforce. The war for talent still rages on in 2018, but now applies to companies struggling to fill open positions with candidates qualified-enough to fill skill gaps created by emerging technologies.

In 2018 recruiting landscape, top candidates are few and far between, which means they get to call the shots, while companies continue to compete in recruitment. There's particularly fierce competition among organizations in technology and engineering fields, where skilled employees are especially sparse. This shortage can be incredibly damaging—according to the Hays US 2018 Salary Guide, 92 percent of the survey's respondents said that a skills shortage is negatively impacting their business.

During this tough time for hiring, it pays to put effort into developing an effective recruiting strategy. Organizations that are able to effectively recruit talent have 18 percent higher revenues and 30 percent greater profitability than organizations that aren't as apt, according to Bersin by Deloitte's January report, Six Key Insights to Put Talent Acquisition at the Center of Business Strategy and ExecutionHigh-performing talent teams are proactive, strategic and innovative in their endeavors; they don't take a scattered "post and pray" approach to hiring. What do these organizations have in common, and how can you apply their methods at your company? To improve your recruiting strategy in 2018, focus on these three areas:

1) Be "at One" With the Business

Talent acquisition should not be separate from the core of the business. For talent teams to be their most effective, they need to be strategically aware of and integrated with overall company goals, so that they are able to participate, and importantly, anticipate future business requirements.

To stay in-tune with company strategy, have regular check-ins with leaders to ensure that corporate initiatives align with hiring initiatives, and adjust them accordingly if they're out of sync.

2) Make Recruitment About Candidates, Not the Company

Employees want to feel special and wanted, so rather than taking a blanket approach to recruitment in 2018, effective recruiters should take the time to market roles to specific candidates and create a more personalized candidate journey for them. Shift your perspective and consider how candidates experience the hiring process from their first click on the careers page, throughout the application and interview process, all the way until the post-interview stage. Are candidates looked after? Have you built a connection with them? Are you communicating with them consistently?

It's also important to consider whether or not new recruits will fit into the company culture. Rather than solely focusing on skills and experience, 90 percent of top recruiters consider candidates' work ethic, values and potential, according to the Bersin report, compared with only 35 percent of low-performing recruiters. A cultural fit is important, because candidates with the right values will continue to feed into and reinforce the company culture.

3) Use the Right Technology

Mature talent teams need to look to the future and find tools that enable organizations to teach employees new skills as skill gaps form. Deloitte's report shows that forward-looking teams are four times more likely to coach and develop their people than poorly-performing recruiters.

It's crucial to keep up not only with learning technology, but also other emerging tools. For example, effective recruiters are six times more likely than low performers to use artificial intelligence (AI) and predictive data analytics to stamp out any possible bias in their recruiting methods and constantly improve the calibre of candidates they source.

The war for talent shows little sign of abating in 2018. Companies that want to be the best need to bring the best recruiting strategies to the table, and that means putting thoughtful, proactive effort into talent acquisition rather than being reactive.

Photo: Creative Commons

Related Resources

Want to keep learning? Explore our products, customer stories, and the latest industry insights.

Empowering Employees by Learning & Development at Amplifon

On-demand Webinar

Video

Customer Story

Empowering Employees by Learning & Development at Amplifon

Learning and development strategies must continue to evolve in the ever-changing world of work. Training and development provide employees with a softer landing into change, and the introduction of digital learning and development platforms allowed employees a smoother transition into a new style of work. Amplifon created a learning and development strategy that is hyper-personalised and skills-focused, allowing their people and their entire organisations to become more agile and adaptable. Amplifon invested not only in learning and development content but also in strengthening the global network and collaboration across geographies and functions, to encourage an equal sense of belonging across the entire organisation. Amplifon created a learning and development strategy that is hyper-personalised and skills-focused, allowing their people and their entire organisations to become more agile and adaptable. Amplifon invested not only in learning and development content but also in strengthening the global network and collaboration across geographies and functions, to encourage an equal sense of belonging across the entire organisation.

Howdens shares how they grew learning by over 500% in one year

Video

Howdens shares how they grew learning by over 500% in one year

Charlene Jackson, HR & Payroll Systems Lead, shares how Howdens moved from traditional classroom based training, to grow learning by over 500% in just one year through the introduction of a simple, modern user experience, accessible from any device.

4 tips to managing diversity and gender equality in your company

Blog Post

4 tips to managing diversity and gender equality in your company

If you want to generate success in your company and work in a harmonious environment, then you need to consider each and every one of your employees, get to know their interests, and offer them the best treatment and commitment. However, one of the most important principles that should be commonplace in every organisation is the equal treatment of employees (regardless of gender, race or religion). Gender, for example, should not be a factor that influences how we treat our workforce. Having a gender equality policy shows employees that they are valued and that the company is serious about ending discrimination. Having a fair remuneration policy that is not distinguished by the employee’s gender, but by their job position and their development within the company is an important step towards gender quality too. Opt for a gender-diverse workforce Having more gender diversity in a company is very positive and not just for the company’s own benefit. In fact, the UK could boost its GDP by 9% if the female employment rates matched with Sweden’s for instance. The challenge for HR departments is to successfully and strategically find and enrol more women in their business. It could solve a real problem, breaking barriers of gender discrimination in the workplace and promoting equality within the company. Equality between your workers is essential It is important to not only review the salaries of your employees, but also other professional aspects such as career plans and promotions, ensuring that there are equal opportunities for both men and women. Equality will undoubtedly be a motivational element for employees, regardless of their gender, as having clear objectives is a contributing factor in maintaining employees’ interest levels Strike a balance between work life and family life Fostering harmony between work and family life is key to attracting and retaining talent. It can contribute to the company culture, and to a positive attitude and collaboration amongst employees. Another important point is not to make sweeping generalisations about different genders, and instead to consider the specifics on a case by case basis. Employees need to see that their family life is considered and respected. They will appreciate this and it will likely improve company loyalty in the long run. HR must ensure gender equality in their company HR’s role is essential in managing and promoting gender diversity within the business. They must ensure that the motivation and commitment of their employees is strengthened, which, in turn, strengthens the workforce overall and benefits the entire company.

Schedule a personalised 1:1

Talk to a Cornerstone expert about how we can help with your organisation’s unique people management needs.

© Cornerstone 2022
Legal