In the next 10 years, over 20% of the US workforce will retire. That’s a growing population of well-established professionals, the majority of which have been in their current position 8 or more years. Knowing and anticipating that change could keep an HR Director awake at night.
With 53% of business leaders saying their greatest challenge is recruitment and retention of top-performing managers, great staff is a clear priority. But any recruiter will tell you that it takes an average of nearly 2 months to find the right candidate and fill an open role. That means recruitment tactics are increasingly important and creating efficiencies for those responsible for attracting new talent is, too.
- Job postings occurred internally, on public job boards and in the newspaper.
- Websites Housed Job Descriptions, with direct-to-HR contact information for applications.
- Resumes contained CV’s, offering more reading/opportunity for recruiters to understand skills.
- Tenure for employees averaged decades or more.
- Baby Boomers preferred person to person interaction and engagement.
PRESENT & FUTURE
- Job postings occur internally, on public job boards and in print.
- Social Media sites like Linkedin offer job postings, connection and interaction.
- Employer Review Sites like GlassDoor crowdsource critique of culture and brand.
- Applicant Tracking Systems function as the gatekeeper for applicants and shield HR from public view.
- Introduction of Gen Z to the marketplace, who prefer to digitize interaction.
With the landscape changed to this degree, recruiting solutions must be robust, responding to the use as his or her needs require.
- The use of audience targeting to find a group reflecting the personas and characteristics of your desired candidates
- Using geo-location (geo-fencing) to conquest existing employees from desirable institutions of learning or business
- List Match previous applicants to keep your brand top of mind
- Optimize your careers page to encourage conversions in click-to-call or, if preferred, form fills
75% of the candidate pool would consider change in their workplace or career, but only 61% of companies are seeking passive (undeclared) applicants. Take advantage of this important gap, and your organization could reap the rewards for years to come.
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