Level Up Your 2023 Recruitment Game
Hiring in 2023 has already shaped up to be interesting – with constant talk about the recession and employees being laid off left and right, we’re definitely having flashbacks to early 2020.
Despite the goings-on in the market, many companies still have a strong NEED for building out their teams with intention and purpose as we walk into the new year. A lot of these companies are currently reflecting back on 2022 and asking themselves how they can improve upon their current hiring efforts and processes to stay current, ensuring they put their best foot forward in 2023 – ultimately attracting high-caliber talent to their organization.
If you’re knee-deep in end-of-year planning and are left scratching your head when it comes to these improvements, we’ve got your back! Read on to discover our top 4 tips to make the most of your hiring efforts in the new year!
INCREASE YOUR DEI EFFORTS – AND MAKE THEM COUNT
Remember those DE&I Pledges every company made in 2021? We encourage you to take a long hard look at if you’ve stuck to it over the course of the past year.
In a 2020 Glassdoor survey, it was found that 76% of workers report that a diverse workforce is an important factor when evaluating companies and job offers. Diving even deeper, it was found that having a diverse workforce is particularly important to underrepresented groups: Nearly a third of employees and job seekers (32%) would not apply to a job at a company where there is a lack of diversity among its workforce.
If you feel you’ve fallen short with your DE&I Strategy, now is the time to pick up the slack. Committing to diversity publicly is the easiest step, but actioning change behind the scenes sometimes slips away; Try setting clear expectations and milestones across your whole organization so everyone is in on the same page, ensure that your strategy does not only set out to "check the legal boxes” and is creating a lasting impact on your organization, and finally, remember that building diversity in your organization doesn't happen overnight, it needs continuous check-ins to ensure that goals are being met. Identify what metrics are most important to your organization and track from there.
REACH NEW AUDIENCES WITH SOCIAL MEDIA
A recent article in Glossy stated that those looking to find talent to crack the TikTok code in their marketing department have turned "straight to the source to recruit them" – and yes, we're talking about Gen-Z! Many brands have been taking advantage of the endless Gen-Z and Zillenial talent TikTok and Instagram have to provide by promoting open positions through their content – and they’re not restricting this strategy to marketing-only roles.
We wouldn't recommend ditching LinkedIn altogether while implementing this strategy – it's still a valuable platform for making connections and advertising your company's roles – but sometimes we need that little extra push to think outside the box and go straight to the talent source!
Another way to ramp up your online efforts (and the only way the above tip will work) is to ensure that your brand has a strong and appealing online presence. Showing up in your own unique way online can help candidates buy-in to your company and culture before they’ve even met you – we have that down as a WIN in our books!
HIRE FOR RESILIENCE
According to a recent article in the Harvard Business Review, “80% of employee turnover is due to bad hiring decisions,” and those decisions cost businesses five times the annual salary of the bad hire – not the stat you want to hear but it’s the harsh truth.
We’ve spoken about resilience before as a part of hiring for GRIT. For us, resilience in candidates is defined as the ability to recover quickly in unexpected situations or difficulties. In other words, it's the ability to bounce back after adversity or disappointment, or being able to manage and adapt to sources of stress.
Attributes that candidates (and employees!) have who possess resilience are a positive attitude, confidence & calmness, a willingness to ask for help, empathy & understanding, and finally, persistence & determination.
If you're looking to hire for resilience, try asking these two questions in your next interview.
WORK WITH A RECRUITMENT AGENCY
With recent layoffs of Talent Acquisition Teams, remaining Hiring Managers may be left in the lurch. Move to support these teams by listening to their needs as well as the hiring needs of the company by reaching out to an agency for additional [wo]man power.
Agencies can help you access deep, global candidate pools that you may otherwise never have known about, support you through and optimize your end-to-end recruitment process, assess and screen candidates for emotional intelligence (EQ), and oftentimes offer a suite of services to best serve you.
When you choose to work with a recruitment agency like Eleven Eleven Talent, your internal team gets their time back to focus on key deliverables within their respective areas, along with reducing stress on Hiring Managers and small HR teams who have competing priorities & deadlines that can often lead to rushed and incorrect hiring decisions.. This allows you to focus on your strengths while we focus on identifying candidates that meet the role experience, EQ, and are aligned with your organizations.
With a new year comes new challenges and learnings, but that doesn’t mean that your hiring processes and strategies have to stay stuck in the past. We hope that with the above tips, your organization is able to strengthen and build your teams with purpose and intention.
If you’re looking to work with Eleven Eleven Talent Collective in the new year, click the button below to get the conversation started – we can’t wait to meet you!