Finding and Keeping Great Employees
Right now in the US there are more jobs available than people to fill them. And with the shortage of talent available, recruiters are also running in to the problem of the skills gap – the perceived lack of specialized skills in available candidates. With both of those challenges, finding a great temporary employee can feel like striking gold.
Finding Candidates
So, where are all these qualified candidates hiding and how can you find them? Here are a few thoughts.
LOOK ONLINE In the digital age, the easiest way that recruiters find candidates is by looking online. Google, local job boards, and Applicant Tracking Systems (ATS) are all ways to find candidates. LinkedIn is another good resource for recruiters. It’s also worthwhile to post on your website and social media sites. Sometimes finding people is as simple as a “We’re Hiring” widget.
…BUT DON’T LIVE ONLINE. Relationships aren’t built over the internet, and a ‘race to the job boards’ is not a sustainable way to run your business especially when competing with AI and technology. The truth is that most productive relationships are built in person or over the phone. Even in the age of technology, there is still real value to relationship building.
ASK FOR REFERRALS In any business, referrals are the most valuable source of new talent. So when you are looking at a position to fill, start by asking your current temporary employees if they have know anybody who might be a good fit. Ask your personal networks for referrals, or reward your internal and external staff with prizes or cash bonuses for referrals that work out. This is good especially for hard-to-fill positions..
GET IN FRONT OF CANDIDATES There are many ways to get out in front of candidates and position your staffing firm as the place to be. For instance: • Have your employees participate in and network in industry groups, conferences and trade shows. • Join local associations • Set up a booth at college job fairs • Sponsor a newsletter that goes to local job seekers • Rent a conference room and put on a one-day educational seminar for local job seekers
BUILD YOUR OWN TALENT POOL When you have an open position, instead of starting from scratch each time it is valuable to have your recruiters build their own private talent pools of active and passive candidates. They should keep in touch with the promising interviews that did not quite work out. Teach your recruiters to spot qualities like adaptability, emotional intelligence and willingness to learn rather than just required job skills for specific positions.
Keeping Employees
In staffing, employee satisfaction can be tricky to navigate because it requires both keeping internal staff and temporary workers happy. And when temporary workers are on assignment, there is only so much you can control. However, there are many things within your control that you can improve upon.
MAKE YOUR EMPLOYEES FEEL VALUED Your employees represent your company, so it is important that you create an environment where they feel appreciated. Everyone wants an opportunity to succeed and be recognized, and it is up to your firm to put structures in place to do that. Maybe that means financial rewards, or a system of peer recognition with other rewards. Even a simple thank you goes a long way.
STAY AHEAD OF TECHNOLOGY If your website or app is difficult for your staffing employee to use, you risk them taking their business to a more technologically savvy firm. In the Temporary Worker Survey from Staffing Industry Analysts, temporary workers that had their current company app or website explained to them had the best experience with it – so one thing you can do is take the time to explain your app or website features. Some features that temporary workers want most include: • Ability to rate the client • View and apply for available jobs • Be pre-qualified and select or confirm assignments at-will.
KEEP UP WITH THE COMPETITION In order to keep your employees happy, it’s important to look at the totality of what you can offer compared to your competition. A competitive compensation and benefits package is not everything, but it will help you attract and keep the best talent. Resources like Glassdoor or Randstad can help you see if you’re offering market rate pay. It’s not all about the money though – can you offer any other perks flexible hours, unlimited vacation, training and personal development opportunities, or team retreats? If not and your competitors do, maybe it’s time to consider it.
LOOK AT THE METRICS When trying to get a picture of where you stand with employees now, it’s a good idea to look at the data. Exit surveys are one way to get an idea of what you can do better, and you should check Glassdoor for reviews as well – even negative ones can help you identify areas you need to work on. Employee surveys and focus groups are also a good way to gather additional feedback on your current culture. Metrics such as retention, absenteeism and performance efficiency will also tell a story.
LEARN FROM THE BEST According to Adecco’s recent Best-in- Class Workforce Management Insights report, the best companies are using more personal tactics to develop their talent into employees who love what they do. Some of these tactics include professional development, mentorships, and diversity and inclusion programs.
They are also taking measures to ensure happiness right from the get-go by doing the following: • Hiring candidates with the right soft skills • Weigh potential candidates’ happiness as early as the interviewing phase • Believe a candidate’s education to be of lower importance to their potential happiness than skills and cultural fit.