The competitive landscape for talent has evolved dramatically in the past two— almost three, years. We’ve gone through hiring shutdowns, hiring waves, hiring shortages, and everything in-between.
So how can you find talent when the landscape keeps changing? Many companies rely on job boards like LinkedIn and Indeed. However, when the market becomes saturated, or alternately, becomes stretched thin, are you finding the right people?
Don’t waste your time. If your organization is using job boards, here are some questions you should ask yourself:
1. Are you targeting the right people?
Determine what value you bring and how that will impact your target demographic.
While you already know the talent gap you’re facing, consider what your candidate needs. Are you looking to fill in a temporary position or is this long-term? The value of job stability will take you far. On the other hand, task force work may be perfect for those seeking a temporary solution. If they’re fresh graduates, that may also be a way for them to get their foot in the door.
More importantly, are those people going to find your job ad? Are they going to be interested enough to apply? Passive candidates do not use job boards.
Passive job seekers are people who are currently employed and are not actively looking, but would be interested in a good career opportunity if one presented itself. Many employers target passive job seekers because they want candidates who have a good work history and are happy and successful in their jobs. Oftentimes, there is a shortage of qualified candidates to fill critical roles, and finding and successfully luring passive job seekers is critical for organizations in a tight labor market. Even when people start applying, targeting the right candidates eliminates the hassle of shuffling through thousands of resumes.
2. Are you embracing digital?
There are many demands to juggle. Even just a decade ago, it would be hard to believe that we would have remote doctors. The remote workforce is here and it’s here to stay.
Many organizations, especially ones like senior living and hospitality, have recently started making huge leaps in adapting to technology. These new innovations can enhance your hiring process and give you a leg-up on competing companies. You can also attract a new pool of talent by advertising that the role has a remote or hybrid element.
3. Do you have a clear mission/vision?
People are hesitant to work for different organizations after the pandemic. Especially if your company experienced layoffs during that time, it is important for employees to feel like they’re valued within the company. Word gets around, so even if you don’t have an influx of negative Glassdoor reviews, you still need to build that positive momentum.
The most effective public relations campaigns involve human interest. Reach out to local news outlets and pitch a story. Work with any local organizations or non-profits? How are you keeping up your team’s spirits? Do you have any employees that have gone above and beyond? Highlight these stories on your website and social media platforms.
4. Are you focused on your present needs?
Reach out to a recruiting firm to have strategic conversations about your resource needs. Certain positions are in demand, so there’s a high chance you’ll need extra staffing during the winter months. Taskwork employees can solve your short-term hiring needs.
This is not the time to spend weeks dragging your feet through the hiring process. For non-clinical workers, it’s time to fill search through adjacent industries. With the amount of displaced hospitality talent, providers now have an opportunity to hire the best. When there’s an increased need for clinical employees, there’s no need to extend the time of these searches when there’s a large pool of talent. A recruiting firm can sift through the candidates for you.
5. Are you work with a recruitment firm?
Job searching is extremely time-consuming. You’re going to need to find talent quickly and efficiently. Utilizing a recruitment firm is a solid investment when you’re dealing with an oversaturated talent pool AND a thin-spread talent pool. If you’re looking for talent in senior living or hospitality, reach out to us! You can reach out to one of our recruiters by clicking here.