Leverage the CRM of an ATS
We have accelerated our proactive sourcing by creating a secondary team under our talent function that is dedicated to sourcing and building our talent pipelines. By leveraging the CRM component of our applicant system, we create a greater focus on the overall team. These specialists are responsible for goals and metrics related to qualified candidate leads and overall pipeline engagement in our content. Your applicant tracking system is one of your greatest business assets, and having a dedicated focus around that asset is becoming more critical to land the best talent.
Rather than trying to chase talent via traditional jobs ads, use storytelling to have a constant stream of topnotch candidates who apply proactively. Paint a vivid picture to candidates of what it’s like to work at your company. Communicate your vision, mission, and core values on your company site and promote it via social media channels and Google ads to up the reach. Not only does employer branding help attract candidates on autopilot, but it also helps pre-screen the candidate pool by stating core values upfront.
Begin To Offer Benefits That Employee Pet Parents Need
With statistics like 47% of pet parents have gone into debt for their pets, it’s clear that employees value the well-being of their pet as much as they do their own. With this in mind, I’d like for HR professionals to recognize the importance pets play in employees' wellness and retention by offering a benefits package that addresses the needs of today’s workforce. Seek pet health plans that help employees not only manage the emergencies but also account for routine care employees need to simply keep their pets healthy and happy.
Create Your Sourcing Strategy
Right now, even as a nonprofit social service agency, we are in the none-too-unique position of most organizations in 2021. We are growing tremendously due to the needs for our services in the community and have a high demand for talent. Yet, we are hard pressed to find talent and many of our staff are leaving. So, we're getting as creative as we can given our limited resources. We hired a temporary Talent Acquisition Partner to assist our FT TA Partner manage the workflow and market our roles. In addition, we are exploring getting our first TA sourcing platform, as well as piloting a referral program for our employees to get engaged. This may seem rudimentary, but for our agency, we are excited because this is new and innovative stuff!
Look at Hiring Holistically
HR professionals need to take a holistic view of their entire talent management process pre- and post-hire. Where are there roadblocks in the process? What’s slowing you down? What’s causing you to miss out on top applicants or lose your top performers? Then figure out how you can fill those gaps and address those issues using modern technology. Your people are ultimately the driving force behind the success of your organization, so you can no longer afford to deprioritize the tools and systems you use to hire and manage them.
Define Criteria for Success
I believe in the premise that the most expensive person we hire is the one we fire. I’ve learned that top candidates are not necessarily the best suited candidates. It’s key to determine what is necessary for success in the position. Once we have defined the criteria we can source candidates with clarity and purpose.
Get Employees Connected
At Globalization Partners, we have employees located all over the world, so we created a culture of recognizing not just success at work but also personal triumphs. From celebrating a new baby, a move, a graduation, we post videos and photos on our internal newsfeed. Staying connected and in touch with each other across remote and in-person locations is incredibly important to ensure all employees feel fully appreciated and part of the team.
Make Sure Remote Team Members are Included
In the past we've prioritized the voices of people who were at the office. If you were remote you were likely a secondary thought. Now though, the opinions of people working from home have to be prioritized and you can't seek their input once or twice a year. Executives need to listen and get employee sentiment, eNPS and general feedback on a consistent, on-going basis. That’s easy to do with the right tools, but it's more important than ever so that your remote team members are included.
Try Broadcast and Internet Radio
In an attempt to find qualified talent to perform manufacturing and other hourly type work, we have had the most success with broadcast radio. Most people in mass communication can now bundle their products with internet based services like Spotify or iHeartRadio. We use radio ads to drive candidates to our website with custom URLs.
Consider Forming Virtual ERGs
Virtual employee resource groups are a valuable tool for creating cultures of inclusivity at hybrid workplaces. Employees who may not be demographically represented within their immediate team or region can find support from colleagues in similar situations across the country. These virtual groups can help team members establish a sense of belonging within the wider organization. Plus, these communities can help battle the loneliness and sense of isolation that often occurs in the scope of remote work.
There was some pretty inspiring stuff at the SHRM Conference: the most decorated Olympian of all-time in Michael Phelps; the first-ever SHRM Workplace Innovation Lab; hundreds of inspiring speaker sessions and innovative companies helping shape HR. The hardest thing to do after being a part of all the conference excitement is to settle down, strategize, and take action. But, if HR is going to create meaningful change in their workplace, it starts with the first step. Hopefully this list inspires some good starting points that were established in Las Vegas, and carry back over to your company.