Recruit Better Candidates In The Midst Of The Talent Shortage

Improve your recruitment marketing with better content and communications

The talent shortage is a huge pain point for recruiters right now. According to 2019 hiring statistics, about 73 percent of employers are having trouble finding skilled candidates, while 45 percent are concerned about finding employees with the necessary skills and talents.

 

Since there are currently more open positions than job seekers, companies need to change their recruitment marketing strategies, or in essence, how they find and attract applicants. Companies should consider using the same marketing strategies for their recruiting process that brands use to attract and maintain personal connections with customers.
 
Consider implementing the following recruitment marketing strategies to hire more top talent in the midst of the talent shortage.

More and more companies are using content to support their mission to recruit for a values-fit rather than a culture-fit. Companies are more likely to attract candidates who are the right fit when they market their values right off the bat.
 
Consider Nike’s Colin Kaepernick campaign as an example of an ad campaign that shows the type of values an organization espouses. This ad campaign not only helps promote Nike’s values to their customers, but it also shows what they value to potential employees and helps them attract and recruit candidates that share their values.
 
Showing how your company gives back to others might be even more important than showing employees at work, because it shows what your company truly values and gives potential candidates a sense of your company culture, integral to attracting and recruiting the right types of candidates.

Improving communications at every step of the hiring process is crucial to help get quality candidates through the door in a more timely manner, especially in the midst of the talent shortage. Your application should be intuitive, and your interviewing process should be simple and geared towards the candidates’ needs.
 
For example, many prospects looking for new jobs are already employed. Rather than having them come into the office for an in-person interview, consider allowing them to interview via one-way pre-recorded video interviews or even live two-way video interviews during off-hours and weekends from the comfort of their own homes.