It’s now been a very long three years since the pandemic turned the work world upside down. As far as recruiting and hiring goes, the shake up is not over.
Here’s what you need to know to attract the best and brightest job seekers in 2023.
- Make it a positive hiring experience:
Even as demand has cooled in some sectors, job seekers are still very much in the driver’s seat. Companies with the competitive advantage make hiring not just an efficient process but an enjoyable one.
Put simply, job candidates today want to get a feel for a company before putting a proverbial foot in the door. They’re looking for an employee-centric company that shows it values its workers.
You can control the messaging they get before they even apply through digital programs and brand awareness. Many companies have beefed up their websites and social media messaging with images and video about what it’s like “behind the scenes.” Given how job seekers spend some time web surfing before making their move, this is a way to control messages they’re getting.
It’s also a chance to be transparent about the job requirements, prior experience and background needed to fill the role. You can also make clear that thorough and efficient background checks will be conducted for the position and to spell out whether the job will be fully in office or if there’s room for flexibility.
Whether they’ve found you on LinkedIn, job boards, your website or word of mouth, everyone who applies should fill out a uniform job application. And those who have taken the time to submit an application should be acknowledged and given an idea of the hiring timeline.
- Keep interviewing positive too:
The days of having 5 people in a room staring down the candidate and asking hardball questions on the first interview are over. Here’s some tips on what not to do.
• Don’t leave them in the waiting room to wait, and wait and wait… If the person conducting the interview is held up (which of course happens!), offer the candidate a beverage, a snack or at least a quick explanation for the delay.
• Stick only to questions relevant to the job requirements. Even if aspects of the job require grace under pressure, the interview doesn’t have to feel like a Special Forces test of resilience. There are other ways to test their mettle.
• Don’t forget thank yous. While some people won’t remember that they were thanked, it will grate on some that they were not acknowledged for taking the time to interview. As companies sometimes find out the hard way, job seekers aren’t shy about sharing reviews – good, bad or neutral – with their online networks, sometimes in excruciating detail and oftentimes anonymously.
- Know that old rules of etiquette are evolving:
In the not too distant past, candidates showed up early, wore business attire, knew a lot about the company and sent thank you notes – through the mail. They also knew not to grill interviewers on the particulars about salary and benefits. The written and unwritten rules of interviewing were already becoming less relevant in recent years. And then came the pandemic.
Today’s youngest workers, many who finished high school or college credits on Zoom, have had fewer opportunities to hit up guidance counselors and career services about the dos and don’ts of job searching. Truth be told, many companies didn’t place as much emphasis on old rules of etiquette when hiring and onboarding moved online at the height of the pandemic, so it’s perhaps understandable that some of that knowledge was lost.
For some companies, this means bending the old rules and giving a pass if a candidate dresses less than business casual. Some are opting instead to place more emphasis on teaching business social skills on the job. Companies clinging to old-school ways may be passing up on good talent or even unconsciously allowing bias to seep into the hiring process.
- AI is a tool, but a flawed one
Resume parsing software, applicant tracking systems and video interviewing are all tempting tools that can help HR managers automate some of the more tedious and time-consuming tasks associated with recruitment. But over-reliance on AI could lead to serious legal troubles.
Among the pluses, AI-powered tools offer efficiency, consistency and possible cost savings – freeing up time so recruiting teams can focus on more important tasks, such as building relationships with potential hires. But there are downsides, including the very real potential of introducing bias in hiring. AI algorithms can make mistakes, just like humans. In fact, in some cases, they may be more prone to errors because they lack the ability to reason and think creatively. If the data used is flawed, it can, at best, mean you’re passing up on an excellent candidate without ever giving them a chance. At worst, it could potentially lead to discrimination against certain protected groups and classes.
- Hybrid flexibility and wellness initiatives
Hybrid and remote is the new normal shaping how people view work, even if it’s not a possibility for your company. Consider that many job seekers report that they would actually take a pay cut to work remotely. These arrangements are particularly attractive to millennials and Gen Z workers and offer a range of benefits, including increased loyalty and productivity, reduced turnover, and access to a wider talent pool.
While not every job can be done remotely, and many companies are now working to reign in remote working, there are other ways to attract and retain talent that tie in to wellness initiatives. Flexible schedules, childcare support, financial advice, and mental health care are some perks that can tip the balance for many candidates. Also consider that flexibility can mean the ability to choose one’s work schedule. It could look like working four or even three days a week, just longer hours each day.
- Salary transparency is in demand
The idea of salary transparency has been gaining ground in recent years, and even more so as some states recently have defined transparency laws compelling companies to move toward better clarity and communication about compensation. This trend will impact both the hiring process and the workplace since it translates to being up front about the pay structure for new roles and responsibilities open to both current employees and new recruits.
What does this mean for your company?
In today’s tight job market, job seekers still have an upper hand. While HR managers will be looking for every competitive edge to attract top talent, they need to use sophisticated vetting to steer clear of legal troubles.
Don’t let the complexities of background checks and social media deter you from making informed hiring decisions. Contact First Contact HR today to schedule a consultation and ensure a successful and lawful hiring process.