If you or your clients are having a hard time maintaining a full staff, you’re not alone. Recruiting continues to be a challenge for employers. In fact, according to isolved’s recent survey of 500 HR leaders, 84 percent expect it to be more difficult, or just as difficult, this year compared to last.
Experts saw it coming and warned of a labor shortage, a direct result of the Great Resignation. According to the U.S. Bureau of labor statistics, more than 47 million Americans quit their jobs in 2021, the most on record. A backlog of resignations, widespread burnout and workers reprioritizing their work values have all contributed to the phenomenon.
Half of the HR leaders in our survey believe it has negatively affected their company. And it’s still in full swing as the demand for workers remains high.
Addressing the Talent Shortage
Whether you are advising a client who is experiencing a talent shortage, or struggling to fill positions within your own organization, there are ways to increase your odds of building a thriving team. Here are three:
Streamline the application and onboarding process
Candidates expect the technology they use to apply for a job to perform like the technology they use to do everyday things like order food or call for a car. They want the ability to apply across multiple platforms and will abandon lengthy job applications that require entering the same information twice. If the employer is interested in them, they want to know right away or they will move on.
An efficient process shows applicants that their time is valued. Applicant tracking technology shortens the time to hire so that employers don’t lose interested candidates due to a complicated process.
Once hired, it’s important to get new employees acclimated and working quickly. Modern onboarding tools speed up the administrative part of the process, so the focus can be on setting them up for success.
Get creative with recruiting efforts
Employers shouldn’t overlook the power their existing employees have when it comes to identifying new talent. According to our research, employee referrals are HR leaders’ most valuable recruiting tool, yet according to isolved’s recent employee-facing survey, the majority of employees say they haven’t recommended candidates to open positions at their current employer.
To encourage referrals, employers should consider offering incentive bonuses. Fifty seven percent of employees say a cash bonus would motivate them, however, only half say their employer offers them.
“Employee review sites” are a close second when it comes to HR leaders’ most valuable recruiting tools. To maximize this opportunity, employers should focus on their employees’ perception of the organization and create the type of culture they’ll want to boast about.
This leads to the last, but perhaps most important, item on our list…
Boost employee experience (EX)
Employees seek an employer who is supportive of them both professionally and personally. Fair and competitive pay are important, but to get an edge employers must demonstrate a willingness to invest in their employees’ growth and well-being.
To ensure positive EX, employers should consider what today’s workers want. According to our research, here’s what tops the list:
Learning opportunities – Nearly a quarter of employees say having access to learning tools would engage them. Learning management systems make training accessible and trackable for all employees, even those working remotely.
Wellness offerings – Seventy-five percent of employees say they have experienced burnout over the last year. Providing wellness perks like yoga and meditation, and other methods of stress reduction helps keep them engaged.
Technology that empowers – Employees want control when it comes to completing certain HR tasks like onboarding, accessing pay stubs, electing benefits and taking learning management courses. In fact, 12 percent of employees say they would like their employer to increase the amount of self-service HR tools they can access.
Provide Value, Solidify Relationships
With the right tools and processes in place, organizations can effectively bring on new hires in a tight labor market. By keeping current on HR trends and providing value to your clients, you strengthen your position as a respected business advisor.
As an isolved Preferred Partner, your clients gain access to technology to help them seamlessly manage the entire employee journey, while you benefit from improved client retention and the opportunity to expand your client base.