How to attract candidates when there is a shortage in your sector
- Date: Tuesday 29th June 2021
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If you are in an industry sector where you are struggling to recruit due to a lack of candidates or facing tough competition from your competitors, we have some suggestions for how to promote your organisation as an employer of choice.
Central to your approach is to build a culture that will appeal to the available talent and one rooted in flexibility, supportive line management and a strong emphasis on sustainability. Your company brand is as important to employees (both potential and current) as it is to your clients.
The following steps will help you to build a culture and brand that stand out:
Flexibility – Look at flexible working as a positive option and not a negative. Candidates are more likely to be attracted to the employer that offers opportunities to balance work with outside commitments. Aligned to this is a need to trust your employees to get the work done which will build their loyalty to the organisation and prevent labour turnover.
Place of work – To some candidates the aesthetics of their work environment is vital. Through an investment in your buildings and amenities to make the workplace a place to be proud of, candidates (and clients) can be given a wow factor that results in a long-term relationship.
Sustainability – Data shows us that 75% of millennials and Gen Z prefer to work for organisations that are committed to the achieving green objectives. Employers can look at implementing clean energy solutions and other environmentally conscious initiatives to increase their applicant pool.
Support for staff – During the pandemic, 24% of employees have experience loneliness highlighting the need for organisations to build a sense of community and team spirit. Employers can offer access to counselling and train team members as Mental Health First Aiders (MHFA) as a solution to the ongoing problem.
These are all steps to help you draw in high calibre candidates and offer them a culture that sets your organisation apart in a crowded hiring market.
Source: Gavin Parrott