It's seeming more and more difficult to find the right candidate for the role. But why? In an age of resignations and with more people of working age than ever, there should be plenty of talent in the pool. So where are they?

Unfortunately, many people have chosen to leave the workforce altogether, while several others have opted to scale back their working hours, and many have opted to try their own thing. 

It's not all bad news, though. There still are so many quality and qualified people who want to work and who you would love. So what do we do? How do we find them or get them to find us?

Attract & Hire

  1. Be specific about the role. Make sure you explain exactly where and how work is to be performed, cross-departmental interactions, etc. If a candidate understands the exact nature of the role, you'll be more likely to get the right people in the right seat.
  2. Be flexible with skills and classification - Not all skills have to be known or known at an expert level. Remember, many things can be taught, and personality and culture fit aren't easily changeable. If they do have the skills, but they aren't really wanting to be full-time, you may consider contractor status instead. 
  3. Connect with your network. People love helping people and being a hero in their stories. Explain to your network what you're looking for and ask for their advice, shares, or introductions. 
  4. Ask a professional for help. It is really hard out there and incredibly time-consuming. Recruiting is a profession because it *is* a full-time job. If you find yourself without the time, energy, or know-how, consider looking into a recruiter. You still have all the decision-making; they just put qualified candidates in front of you without you having to weed through the piles of resumes. 

Onboard & Develop

  1. Be specific about how they grow. Many people want to know how they advance to the next promotion, the next pay raise, or the next level of competency. Make sure you have a growth plan for each position you post
  2. Be flexible with time, work location, and perks. Not everyone wants to WFH, so offering different opportunities for those people to have a perk is more advantageous for them and can go leaps and bounds. Remember to treat everyone equally, even if not the same. 
  3. Connect them with others in the organization. Make sure to implement opportunities on the clock to have team members connect with one another and encourage discussions around things outside of work to build trust and fully integrate them into the team.
  4. Ask them directly for feedback. What else do you need from me? Do you have the freedom, resources, tools, and time to do your best work? Is there anything you want to be improved on either in your role or the company?

Employ, enable and empower your team. It equals the right people in the right seats!

Still need help finding qualified candidates? Contact our team today!

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