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How to Prepare for the Talent Shortage

Quality Candidate Experience is Critical for a Recruiter’s Success
July 24, 2017
Recruiting the Millennials & Generation iY: When the Shortage Strikes
August 10, 2017

What does this spell for employers? A colossal talent deficit.

While we hate to be the bearers of bad news, our recruiters know from experience that the best way to prepare for tragedy is to acknowledge its impending effects. We’ve successfully dealt with this before, and we’re ready to do it again.

But what is an employer to do in the face of daunting numbers and an uncertain future?


BUILD A TALENT PIPELINE
Investigating and recruiting talent does not have to be a last-minute effort. Constant research and networking allows recruiters to create a pipeline from which to recruit in the future. By the time a job requisition is laid on the table, the recruiter will have an entire network from which to choose. This reduces overall recruiting time and allows the recruiter to make more informed decisions.

Meanwhile, if these relationships are properly maintained, candidates in the pipeline will already possess a certain level of trust. They will be more interested in what the recruiter has to say, and they will have a basic familiarity with the brand. This provides the recruiter with an advantage when times get tough.

RETENTION EFFORTS
In a candidate-driven market, turnover skyrockets. In order to keep talent aboard, employers must maintain competitive pay, benefits, flexibility, and company culture. In essence, it needs to give the people what they want.

Those who refuse to do so will lose employees to the more competitive organizations. It’s as simple as that.

Despite this reality, there are always a few employers who neglect to make the proper changes. Perhaps they fail to understand exactly what type of market they’re working with. Perhaps they don’t value their employees the way they should. Either way, we are here to caution you: people will leave, and they will soon be leaving in droves.

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