Three Ways to Beat the Talent Crisis

Across industries, today’s labor shortage is having a huge impact on how companies conduct their business. Without enough talent to deliver their products and services, many businesses are facing delayed growth or in extreme cases, whether they can even stay afloat. While enabling staff to work remotely has helped some companies attract candidates, there is no “one size fits all” solution to today’s staffing challenges. Instead, consider these three approaches to meet your talent needs.

First, Be Your Best Employer

People want to work for a company that values its employees, which starts by paying fair or above-market wages. Money attracts candidates, but it is not the only factor that defines what it means to be an excellent employer. Good benefits, a respect for work/life balance, growth opportunities, and a caring culture are also important. For instance, whenever possible provide employees with options around flexible scheduling, such as job sharing, varied shifts, or hybrid/remote work models. 

Also, training and advancement opportunities will help attract and retain staff—whether you’re offering inhouse lunch-and-learn workshops, certification/licensure support, or tuition reimbursement. In addition, smart managers ask employees and candidates for input to learn what matters most to them—sometimes a minor change can lead to significant improvements in employee satisfaction and corporate culture. 

Second, Increase Your Hiring Pool

Remove obstacles that may deter people from your opportunity by offering solutions as part of the hiring package, such as providing low-cost, high-quality childcare on site or nearby. If transportation is an issue, consider parking vouchers, shuttle buses or metro passes to make it more convenient and less costly for staff to come to work. 

Expand your applicant pool by marketing job opportunities to non-traditional candidates. When writing job descriptions, specifically include language about willingness to train and growth opportunities. Examine potential applicants from the lens of traits required to be successful and transferable experiences rather than solely focusing on must-have skills that can be trained. Many companies are finding new sources of talent by being open to Second Chance Hires, such as career changers or formerly incarcerated people. According to the U.S. Chamber of Commerce, one in three Americans has a criminal record and more than half a million people are released from prison each year—that’s a lot of new job seekers.

Third, Target Candidates

Often the best candidates are not actively looking for a job. They may be working for a competitor or using their skills in another industry. Finding and attracting these passive candidates takes a combination of investigative and soft-sell skills. In today’s talent market, being able to communicate the benefits of your opportunity and what makes your company a great place to work are essential components of your employer brand–whether recruiting active or passive candidates. 

From manufacturing to health services, many industries are struggling to find talent, and while solutions vary, a multi-pronged approach will give you the best shot at hiring the people you need.

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