The post-pandemic economy is booming, and you’re right in the middle of it with more projects than ever before. The problem?
Staffing them. The demand for talent is so competitive that you either can’t get candidates to agree to an interview or worse: you get halfway through the process, and they ghost you.
Companies can’t rely on prestige, reputation, money, or culture to help them staff up in this job market.
The pandemic changed the way people work, and candidates are demanding employers adjust. Employers with the most attractive perks – which aren’t what they were two years ago – and the best hiring process win the best candidates.
Here are a few ways you can adjust your policies and hiring procedures to land the candidates everyone in your industry is going after.
Eight-five percent of employees still feel that workplace perks are as important or more important than they were before the pandemic. However, what employees want and value has changed.
When the workforce left the office, some of these perks disappeared or became less meaningful. Workers challenged the necessity of being in the office and re-assessed their life and work priorities.
In November of 2021, resignations reached a record high, with about 4.5 million people quitting their jobs. Talent shortages affected almost every industry and companies scrambled to staff up so they could keep their customers.
Still trying to replace the headcount they lost and fill new positions, companies are offering creative, modern perks to attract talent.
Companies are getting more creative and bold with their employee benefits, but all modern benefits trend towards a better work-life balance because that’s what candidates want, especially the younger generation.
A traditional hiring process might take about 6 weeks, with a phone or video interview, and up to 3 in-person interviews. Offer letters follow within a week or two and then the candidate would have a few days to accept. Candidates often are asked to fill out online applications in addition to providing a resume and then a week or two later the interview process starts.
That process does not work in this job market.
Companies need to be quicker and more efficient. Here are a few ways companies are modernizing their hiring practices:
The Great Resignation has professionals voluntarily quitting in droves in search of better jobs. Employers who get what modern professionals want and are willing to offer it won’t have trouble getting and keeping top talent!