The power in the recruiting process has shifted to the job seeker, and their expectations are at an all-time high. This means that companies have a lot to lose if their application, recruiting, and hiring processes lag behind their competitors.
Candidates today, especially millennials, have changed how organizations of all sizes compete for and recruit the best talent. According to a Pew Research report, more than one in three Americans in the labor force are millennials, making them the largest generation in the U.S. labor force. This means many previous talent acquisition methods may no longer work for organizations or recruiters.
There is no doubt that some of the fundamentals must remain the same, as they are crucial in maintaining the integrity of the hiring process. Tasks such as verifying the candidate’s details, performing ample document verification, and ensuring that background checks provide the necessary results are an important part of the recruitment process. In some sensitive cases, a PPSR check may also become necessary. However, this does not mean that other aspects, such as interviewing, onboarding, training & development, cannot be changed or made flexible to accommodate today’s younger workforce. Many companies nowadays prefer to sidestep traditional recruiting methods and take a new approach to hiring better talent. For instance, they may prefer taking the assistance of an expert recruiting agency (such as these Toronto executive search firms) that has a deep understanding of the company’s business niche. That way, corporations can get the required candidate through the recruitment agency who is perfect for the job.
HR leaders and smart recruiters must step up their game to catch the eye of high-quality candidates. Even though 90% of global professionals are interested in hearing about new job opportunities, finding and attracting top talent continues to be a challenge for many organizations.
Employees Want Jobs to Have Better Development Opportunities
It’s no secret that more than 70% of people leave their jobs because of a lack of career opportunities and advancement. Several studies have shown that employees are happier, more engaged, and more productive when their employer invests in their skills and professional development. Therefore, it’s essential to have a learning and development program in place and communicate why and how you will invest in your employees’ skills and career growth throughout the entire candidate journey.
The details of such development programs should also be communicated to any external agency that may carry out your recruitment process. Such agencies can be researched on the Internet with a quick search for – “local recruitment agency near me” – and then commissioned. Finding a team that can thoroughly understand your requirements and convey the same to potential candidates is important. This can increase your chances of finding people with the right skill sets and interests.
When you’re thinking about your employment recruitment strategy, remember to highlight your internal learning and development programs.
What do employees care most about? According to a 2019 national survey conducted by The Harris Poll:
- 70% of employees said they were at least “somewhat likely to leave their current company” to work somewhere with a bigger focus on employee learning
- 77% of employees stated they felt alone in their career development process.
- While 98% of employers reported offering career development opportunities, just 26% of employees said those tools were useful.
Learning and development programs are important to both candidates and employees. People jump at the opportunity to learn new skills so they can add value, make a stronger impact, and contribute to the success of their organization’s goals. Learning sparks innovation, and organizations invested in the continuing education of their workforce attract candidates who are equally invested in them.
Here are tips on how to leverage learning to bolster your recruitment strategy:
Articulate your core values and commitment to learning. Two-thirds of candidates want to know about your company’s culture and values. They want to know what sets you apart from your competitors and the type of culture they will be immersed in, which is why it’s important to highlight your commitment to investing in your employee’s careers in your mission statement or core values.
Weave in the importance of learning throughout the interview process. People don’t know what they don’t know, which is why it’s so important to highlight your learning programs and career paths throughout the interview process. This same highlight may find its application in niche-specific and non-niche-specific industries. When approaching an airline for an aviation-based job, highlighting acquired knowledge, courses taken, and Skills needed for a career in aviation could smoothen the interview. This is because all particulars are open for evaluation for the concerned job.
Also, share success stories on your careers page. Real, authentic stories are among the biggest factors connecting candidates to organizations. People want to envision themselves working for your company. There is no better way to illustrate that sentiment than capturing and showcasing your employees’ career growth and success.
Offer career development programs that help employees think through their next career move and then help them achieve that goal through learning. Promoting this aspect of your values during the recruitment process makes you more likely to attract candidates who value continued learning and embody a growth mindset, an important trait in today’s era of rapid growth and innovation.
These are just a few quick and easy ways to sprinkle learning into your recruitment strategy. If you’re looking for more advice, take a look at our White Paper on “Skills Are the New Currency” and discover how investing in learning and development can provide your employees with a foundation that can shape your organization’s culture and lead to a higher performing workforce.