Sometimes, hiring can feel like a game of “Where’s Waldo”. You will need to go through a lot of resumes. Conducting phone screenings. Interviews for top candidates, only to discover that they have either taken another job or are not available for the interview. You believe you have found the perfect match, but they disappear too soon.

Remember that the job market has undergone a dramatic shift. The way people look for and evaluate job opportunities has been fundamentally altered by the pandemic. Many job seekers now accept working remotely as an alternative to telecommuting. Many jobs cannot be done remotely effectively, and there are many factors that make it difficult to find qualified talent.How can you adapt and what changes in the hiring process should you make?

Three things you should know about the current job market to make it easier to manage.

https://www.macslist.org/for-employers/3-things-everyone-should-know-about-the-changing-workforce

  • Demographics have changed.
    Currently, millennials account for 35% of the U.S. workforce. They will account for 75 percent of the workforce by 2030. Remember that the youngest members of this generation, b. The youngest members of this generation (born in 1996) are 23, and most are already working. The changing demographics is less about the number Millennials entering work, but more about the retirements of Baby Boomers or Gen X workers.
  • It is a market for candidates.
    Companies will have to do better at highlighting the company’s benefits and the positions they are looking for to attract and keep top employees. It is important to focus on the company’s culture, total pay, and how they develop their employees.
  • No longer are traditional career expectations relevant.
    Only 19% of companies have the traditional career ladder. The career path is no longer about steady upward mobility but about learning skills that can be used to open up new opportunities. Companies that want to retain employees should invest in their development through lateral moves and continuing education. Rehiring alumni is another option.

These are some tips to ensure you attract the best talent.

  • Promote your company
    Place ads on traditional platforms and as social media posts Advertise on social media and traditional platforms. Notify your network contacts about your job openings and let them know.
  • Your EVP should be defined.
    A Employee Value Proposition is a way for candidates to pinpoint the main benefits and advantages that come with working for your company.
  • Make sure your core values are represented.
    Incorporate your core values and culture points into your hiring process and show them at each stage of the hiring or onboarding process.
  • Don’t draw out The process
    It is important to. Do not overcomplicate your hiring process or drag out the screening process. You could lose great candidates to companies that are moving quicker.
  • Demonstrate your appreciation for employees
    You can demonstrate the importance of human capital by investing in ongoing training and education, offering flexible benefits and allowing access to technology to improve work efficiency and effectiveness.

Remember that potential applicants who contact you through an application process are likely to be doing research on your company. Make sure that your website and social media profiles have the most up-to-date information. Live interviews can be conducted if you have access to Google My Business Page or Yelp pages. These are great sources for directions candidates might look at before going into the interview. Every interaction with a candidate is an opportunity to increase awareness and leave a lasting impression, even if they don’t get hired.

It is expensive and time-consuming to hire the right candidate. Do not cut corners. Do your due diligence on references. You should conduct background checks and perform other evaluations to make sure you’re choosing the right person for your company. If you have a high turnover of employees and a low level of tenure, it is time to review not only your hiring process but also the work environment you create. Either you continue looking for that striped sweater, or you can be more proactive in your hiring process.

We have a very specific process for hiring. From the creation of the job advert to the interview stages and onboarding practices

This ensures that only the most qualified candidates are found in your search results. Learn more about the hiring process with thousands of small-business owners each year. Connect with a certified coach in your area to learn more. We guarantee results and offer a complimentary coaching session. Get in touch with us today.

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