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Skills Gap Tip #9 - Don't let the skills gap hold you hostage!

October 3, 2017

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Tight Job Market: Rethink you Recruiting Strategy

May 4, 2017

Talent is the lifeblood of every organization.  Attracting, recruiting, hiring, and engaging the right talent for the right job is what makes your enterprise grow. In a tight job market qualified, skilled employees are hard to come by. The bad news is that the skills gap is projected to get worse as more and more baby boomers retire and the reality sets in that there are not enough Millennials or Gen.Z candidates to fill the openings.  The gap is particularly acute in the tech and manufacturing sectors where many organizations are going through rapid technological change and digital transformation. 

 

The landscape of talent acquisition is beginning to look very different.  Just a few years ago recruitment was typically done through a recruitment agency, possibly via an job-board, maybe even through a press advert!  These are tactics and in their day they worked well.  Today, more strategic approaches are required to solve the current talent challenges.

 

You don't just pick talent: Talent picks you!  

 

I recommend that you rethink recruiting by focusing on talent as a key part of your corporate strategy.  Whether you are a large organization or a small SMB here is my top 10 tactics to help you on your way: 

  1. Invest in developing an Employer Brand and show your organization is a great place to work!

    • Create a positive user experience  

  2. Understand the skills you need today and those you will need in the future

  3. Remove unconscious bias from your recruiting: job descriptions & interviews

  4. Appeal to a broader range of job seekers by 'diversifying your workforce' (gender, ethnicity and ability) 

  5. Introduce a comprehensive referral program

  6. Develop an early talent program (co-op, internships, college graduates) 

  7. Create an age friendly workplace 

  8. Understand and utilize key social sites - where potential candidates can be found (LinkedIn, Facebook, Twitter etc.) 

  9. Offer flexible work options to attract the 'hidden workforce'  (gig/freelancers/stay-at-home moms and dads, retirees, veterans) 

  10. Streamline the application process & 'Go mobile' to make your application process easy and efficient!

  • Bonus: Oh - don't forget the importance of communication both with candidates you hire and those you don't! 

No staff = no work getting done = no innovation and/or growth = RISK!   

 

 

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