A few weeks ago, I attended the ERE Recruiting conference in sunny San Diego, California. It was a delight to spend the week with my fellow recruiters, talking about industry challenges and how we overcome them to find the best talent to add to our teams.

The overarching trend was that unemployment is at an all-time low. The New York Times reported that the U.S. added 313,000 jobs in February alone , the most in a single month since July of 2016. For talent and job seekers, that’s great news! For recruiters, the hot market can be challenging. With an influx of job openings and demand for top talent, the pressure is on. Though not to fear, recruiters are coming up with unique and innovative ways to tap into the market!

Here are the 5 most innovative techniques recruiters are using to find top talent:

1. Social Media is where it’s at

Long gone are the days where talent would merely apply online and see what happens. Companies have started taking a proactive approach to reaching potential candidates directly and it has paid off! 69% of active candidates are more likely to apply for a job at a company that manages its employer brand. Tools such as Facebook Live, Chat bots, Instagram, and Twitter are allowing candidates to immediately speak with a recruiter during business hours. It’s an immediate return on your investment and a Recruiter can see the dividends of their work instantaneously.

2. Video is an important tool

Candidates are more concerned than ever about their work environment. Can I bring my dog? What are the benefits? What is my Managers style? Are there company events? We spend so much time at work that candidates want to know what the culture is like and if they would enjoy spending time there. I know for me personally, working at an organization where I can grow, feel valued, and have coworkers that foster a hospitable work environment are crucial. So why wouldn’t that also be important for candidates? Showing company culture through video is one of the best ways to get engagement. Whether it’s with VR, webcasts, or blogs, candidates, just like recruiters, shouldn’t be afraid to show their personality!

3. The Burgeoning Digital Nomad

Working in a digital environment allows for flexibility. Candidates want to see that they can take their laptop on the road and either work freelance or remote a few days a week. Fundera reports that the number of employers offering a work from home option has grown by 40% in the past 5 years. Companies that are willing to be flexible and allow their workforce room to work from home, work remote, or have a flex schedule are seeing talent come to them!

4. Less is More

Long drawn out interview processes are daunting for both candidates and clients! The talent market is so tight that long lag times between interviews or a long response time can often result in losing the talent you want! If you see someone that you like through the interview process – don’t wait! Candidates are here today and gone tomorrow. It’s important to know where to draw the line between making sure it’s a good fit and over doing it with online assessments, multiple interview days, phone and skype interviews, etc. Make that offer! Don’t lose out on the right fit by dragging your feet.

5. Technology is a tool and not the end all be all

It is important to utilize technology to gain a window into a company atmosphere and environment, to expedite the interview process/workflow and to capture that candidate that didn’t even know they needed a new job for your company. Send that tweet, invite them to that video interview, work on surveys and feedback. With all that being said, it still boils down to the fact that recruitment is a human based industry. Nothing can replace picking up that phone or using that connection. Don’t forget, it’s about the people, and people are our business!

Is your company having trouble finding the right talent for your open positions? We find the right person for the job- every time. Get a quote today.

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Congrats! You’ve hired the perfect talent for an open role and a start date is set. Now how do you retain that talent ? According to a survey by Nintex , about 31% of new hires quit within the first six months of their new role and 20% leave within the first 45 days. Welcoming new employees is the solution.

Managers are realizing that the onboarding process starts well before the new hires first day of work. These first interactions between you, the new hire, and other internal staff are essential for the future success of your team. Still, the question remains: As a manager, what should you do after a start date is established? 

Here are the 5 tips on welcoming new employees:

1. Start engagement before the first day.

The more a new hire knows about your company and culture, the less nervous and more excited they will be. Whether over the phone or by email, reach out to the employee with detailed information regarding these 5 essentials:

– Start date and time
– Regular business hours
– Any special instructions for entering the office or building
– Company dress code
– Additional resources, such as company welcome videos  or links to important pages on your company’s website

2. Invest in the employee’s transition.

First impressions are everything. On their first day, your new hire wants to feel welcomed, excited and set up for success. As a manager and leader, you are responsible for staging a smooth transition. Preparing a designated workspace for the employee will show that you are prepared for their arrival. Some companies provide “swag bags,” or branded items, to symbolize inclusion in the team. You should also alert the office to the new employee’s first day. Whether it’s a simplistic email or a more creative announcement, the message remains the same. By welcoming the new hire to the office, they receive a first glimpse into the company culture and enthusiasm surrounding their arrival. 

3. Set a preliminary schedule.

A new employee’s first week is jam packed with heaps of information, new faces and briefings on projects to come. Schedule out your new hire’s initial training sessions and meetings to ease some of the pressure. Avoid information overload  and gradually introduce them to your company’s workflow. 

4. Highlight the team and company culture.

When it comes to company culture, you are responsible for bringing your new employee up to speed. Ideally, the new employee should have the opportunity to meet with a person from each department they will interact with over the course of their role. This will help them gain an understanding of the company culture and the type of people they will work with. Highlight the importance of engagement, collaboration and excitement surrounding employee and leadership roles. This will humanize your workplace  and show the new employee that they will be working with caring, passionate and relatable people. When it comes to employee retention, this goes a long way. You can go the extra mile and assign the new employee a buddy  who can take them out to lunch and answer lingering questions. The buddy is typically a well-informed individual who can provide guidance on working for your company. 

5. Check in and be present.

You can maintain professional relationships with communication and interaction. Though managerial style may range from person to person, it is essential to show a level of interest in your new hire’s current state. You can do so by being present in their daily activities. A good way to gauge how they are settling in is by setting up a check in with the new employee one week after they start. You should express genuine interest in their transition into your team. As a result, your new employee will build trust in you and gain the ability to disclose work-related troubles with you in the future. 

At TeamPeople , we pride ourselves in our ability to create seamless transitions for our employees working around the country.  From finding the right talent for your open position, to welcoming and retaining your top talent, TeamPeople is ready to support your team every step of the way. Interested in taking your team to the next level? Send us an email!

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