Workforce demands have indubitably shifted. The workforce is aging albeit more diverse with increasingly different needs and priorities. A globalised and more digital modern world means that the way one connects with and finds new talent has changed. A radical shift in mindset left the working landscape irrecognisable from what it was before. Remote work became commonplace and people revised their priorities and work-life balance. There are bound to be some hiring challenges for employers.
What does this mean for hiring?
1. Embracing the remote approach
The workplace now expects remote work. Companies can no longer hide behind the guise of unpreparedness. If organisations wanted to allow for remote work they had ample time to adjust and solve any logistical, resource, culture or management circumstances that were, perhaps, previously not designed for remote work. Hybrid seems to be a more popular option for many, but “nomad” workers have also become a reality. If you’re looking to hire globally, this is where the global working landscape is headed. Organisations must, at the very least, be ready to embrace flexible working arrangements and allow for virtual recruitment. A work-life balance directive introduced, in July 2022, “Work-Life Balance for Parents and Carers Regulations”. Legal Notice 201 of 2022 underlines the minimum requirements connected to paternity, paternal and carers’ leave, and flexible arrangements for workers who are parents or carers.
What can you do? Offering flexible working, and remote work where possible not only makes you a modern employer, it also saves time and commute costs. Reduces unnecessary rush-hour traffic, improves the quality of life of your workers and has a favourable impact on the environment.
2. Taking a skill-centric approach to hiring
Attracting the right talent doesn’t necessarily mean finding the candidate that ticks all the boxes on their CV. Among other hiring challenges, this is one many employers might find tough to beat. Remember that skills are transferable and you may well be looking in the wrong place. Keep an open mind and recognising the “soft” skills may help you find the better candidate. Rather than making it about qualifications and specific, industry-related work experience, outline the skills required for the particular role in the job description and encourage candidates to apply. Taking a skill-centric approach rather than the typical route may help you find the candidate you are looking for.
3. Values are more important than ever
Candidates today are not only about salary and career progression. Although both of these are important, they are very much interested in the company values and culture. Is it an inclusive culture? Is sustainability important to your organisation? How ethical are you in your processes? How inclusive is your hiring? Are you investing in any CSR efforts? These are all values that can give you an edge over other organisations.
4. Understanding your target candidate
Technology is a great tool to use in your hiring processes, but it must be used well. Understand the limitations of ATS (applicant tracking systems), are you missing out on candidates because it is filtering talent based on requirements you imposed? It is also worth understanding where your target hire might be – Keepmeposted, Facebook, Instagram, LinkedIn? Gen Z candidates are more likely to look for and apply for jobs through social media, whereas a more mature hire might respond better to a LinkedIn InMail or job ad.
Tip: Did you know that for just an additional €25, your Keepmeposted job posted can also be shared on our Facebook and LinkedIn pages reaching over 60k followers combined?
5. Polishing your employer brand
It’s not just a trend. A strong employer brand shows candidates exactly who you are and why they would want to work for you. Your employer brand is not just a social media post once in a while. It’s your approach to hiring, from your job ads, your tone of voice in your copy, and your offer letters (as well as rejection letters!). Your careers page or portal should reflect it. It needs to be consistent and should encourage potential hires to apply. This might give you the edge over competing employers.
What other hiring challenges have you come across so far?
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