Broadleaf recently hosted a breakout session at the 2022 HRO Today conference in Philadelphia, PA. In attendance were Chief Human Resources Officers (CHROs) from all industries. We asked the attendees to share the unique strategies they are using to attract candidates and enhance their talent pool while continuing to operate and grow their business in the current labor market. In this blog, Broadleaf compiled the list of strategies being used to attract and retain talent and the benefits of each.
- Bridging the skills gap through training and development
Strategy: Multiple CHROs shared that their organizations are building robust training programs for new and tenured employees who may not yet have the actual skills required for the position. This has opened up new avenues to attract high school, military, and career-center candidates.
Benefits: Developing and communicating a personalized career path for entry-level and young professionals during the hiring process has increased the company’s new hire referrals and retention rates.
- A focus on skills, not experience
Strategy: Focusing on men that have been out of the workforce for extended periods is another recruitment tactic being used in today’s labor market. The company identifies transferable skill sets and training opportunities in out-of-work male candidates.
Benefit: This strategy has increased the self-confidence of their newly hired male employees and fostered a sense of company loyalty that has translated into higher attraction and retention rates.Related: A Skills-Based Approach to Attracting, Retaining, and Developing Talent
- Sourcing candidates outside standard platforms
Strategy: To overcome the current labor market recruitment challenges, companies are looking beyond online job posting platforms—like Indeed and Career Builder—and deploying grassroots recruiting initiatives in their local community. Outreach locations include—but are not limited to—churches, bowling alleys, libraries, community centers, and career fairs.
Benefit: By extending its reach beyond mainstream recruiting sites, the company has successfully identified untapped entry-level workers.
- Partnering with top universities
Strategy: Another strategy being used is the formation of partnerships with top universities to connect with the younger generation. After meeting with students individually to find out what drives them and what they are searching for in an employer, the company creates a personalized benefits package.
Benefit: By putting in the time and effort required to design a customized benefits package, candidates feel like the company cares about their needs which has resulted in higher engagement rates.
- Streamlining the interview process
Strategy: Focusing on promoting from within the organization, the company has been able to compress its interview process timeline. For lower-level positions where the company was recruiting new hires, the HR department now uses assessments in place of human interviews.
Benefit: This strategy streamlined the recruitment and interview process with faster hiring decisions across the organization. The company benefits from higher candidate acceptance rates and an ability to secure top talent quickly.
- Training Human Resources and Talent Acquisition Team Members
Strategy: After onboarding a candidate, a meeting is held with the new employee to discuss the hiring experience and how he/she felt at different stages of the process.
Benefit: The organization can quickly identify problem areas and modify its hiring process to ensure candidates are receiving a positive experience. HR and TA team members are promptly educated and trained.
- Enhancing the transfer process
Strategy: One CHRO in attendance stated that her organization had previously implemented a difficult and time-consuming process for employees who wanted to transfer within the organization. Exploring inter-company positions was frowned upon, and ultimately led to attrition. To help retain employees moving forward, the company simplified the process, with a focus on ensuring employees saw transfers as a positive within the organization. The hiring managers were then educated and trained to ensure that they remained focused on the employee’s experience throughout the process—as opposed to their department—leading to a stronger organizational focus.
Benefit: Transfer workers now feel the company has their best interests in mind and truly cares about them. More engaged and happier employees has increased retention rates.
- Focusing on data and analytics
Strategy: Focusing on and analyzing ATS data, one organization discovered a large number of candidates were applying for positions that were above their experience and skill level. The company began reaching out to all job applicants—even if not qualified. However, instead of dispositioning these candidates out of the process, managers have begun to share other open opportunities that may be more in line with the candidate’s qualifications, along with a learning and development plan that will allow the job seeker an opportunity to eventually qualify for the position which he/she originally applied.
Benefit: After analyzing data to identify application trends, the company has been able to fill more open positions and provide a more positive candidate experience.
- Developing a strong Employee Value Proposition (EVP)
Strategy: Every CHRO in attendance stressed the importance of having a strong Employee Value Proposition (EVP) in today’s labor market. Job seekers are more educated than ever and have access to information about a company—both good and bad—through multiple websites and social media outlets. With a strong EVP, companies can communicate how they will meet the candidates’ expectations and stand out from competitors.
Benefits: A company’s EVP tells candidates why to apply for a position at the organization. A strong EVP will help attract passive candidates not necessarily looking to change employers. Your EVP will also help you retain your top-performing employees by keeping them engaged and invested in your company.
Related: The Growing Demand for Tech Talent
This blog was written by Broadleaf Senior Director of Business Development Gregory Gary.